www.randstad.com.hk Open in urlscan Pro
18.67.111.68  Public Scan

Form analysis
0 forms found in the DOM

Text Content

randstad
 * job search
 * employers
 * job seekers
 * about us
 * join our team
 * hr trends
 * career advice

 * 0
 * my randstad
 * 

 * faq
 * contact us
 * randstad worldwide
 * accessibility policy


start your jobhunt
 * register in 1 minute
 * apply faster to jobs
 * have better matching jobs

register for free log in to my randstad

 * all articles
 * talent management
 * HR technology
 * workforce trends
 * employer brand
 * white paper

talent management
 * home
 * hr trends
 * talent management
 * why are job seekers ghosting employers and what can hr professionals do?

 * job search
    * banking jobs
    * digital marketing jobs
    * it jobs
    * construction and property jobs
    * accounting finance jobs
    * sales jobs
    * hr jobs

 * employers
    * looking to hire
    * hr solutions
    * areas of expertise
    * contracting services
    * employer brand research

 * job seekers
   
 * about us
    * our history
    * our brand story
    * events and partners
    * research
    * awards
    * social responsibility
    * media releases

 * join our team
    * job search
    * our people
    * benefits and rewards
    * career growth

 * hr trends
    * all articles
    * talent management
    * HR technology
    * workforce trends
    * employer brand
    * white paper

 * career advice
    * all articles
    * career guide
    * tips & resources
    * career development

 * my randstad
   

You are successfully logged out of your my randstad account

close

You have successfully deleted your account

close

There was a problem handling your request. Please log in or try again later.

not now log in now
close


WHY ARE JOB SEEKERS GHOSTING EMPLOYERS AND WHAT CAN HR PROFESSIONALS DO?

16 April 2024
share article:
 * 
 * 
 * 




In today's dynamic talent pool, HR professionals and hiring managers are facing
an increasingly perplexing challenge - talent who appear to disappear without a
trace.

While it is not uncommon for job candidates to drop out during the job interview
process, ghosting without leaving any feedback or updates can come across as
rather impolite to employers. What could be more challenging for employers is
when talent bail on the offer just before their first day.

Despite a low employment rate and surplus of talent in some areas within the
labour market, why are job seekers willingly dropping out of the hiring process?

In this article, we explore the top 5 reasons why job seekers are ghosting their
potential employers and 5 things employers can do to reduce the number of
dropouts.




5 COMMON REASONS WHY TALENT ARE GHOSTING YOU

There is no better time to reflect on the company's recruiting process to
improve the candidate experience.

Here are five key reasons that shed light on this elusive behaviour.


1. MISMATCHED EXPECTATIONS

In an era where talent's demands and the juggling of job opportunities have
become an intricate dance, the first encounter – the interview – is make or
break.

Job seekers often find that the job or company does not meet their career goals
or expectations during the hiring process. This mismatch can occur in areas such
as career development opportunities, work-life balance assurances, or even the
cultural fit during the actual job interview.

Candidates may perceive a discrepancy between the company's advertised employer
brand and their actual experiences during job interviews. This gap can prompt
them to consider other employment options.

In these scenarios, candidates may choose silence as a form of communication,
opting not to deliver the uncomfortable "no, thank you" message.


2. COMMUNICATION BREAKDOWN



Communication during the recruiting process is a two-way street. But poor
communication can often leave job seekers in the dark post-interview, uncertain
about the status of their application.

Without a clear timeline or feedback, potential hires may feel disrespected,
undervalued, or simply forgotten. When the conversation ends abruptly, the
candidate may feel that mirroring the unresponsiveness they've experienced is
acceptable, which results in ghosting.


3. COMPETITIVE ATMOSPHERE

The current job market is fiercely competitive, with many job seekers going for
a few interviews with multiple companies at the same time.

In this environment, some job seekers might use silence strategically as a means
to keep their options open. Ghosting an employer can be perceived as less risky,
allowing the candidate time to consider other roles if their first choice
doesn't pan out.

Perhaps they are also waiting on other companies to make their offers so that
they can evaluate and make the right decision, so you may want to give them some
extra time to get back to you.


4. UNWANTED PRESSURE

The interview process is inherently stressful for candidates, and it's not
uncommon for that pressure to lead to ghosting.

This avoidance behaviour may come from a place of discomfort or imposter
syndrome, especially when it's a dream role or major career shift. In such
cases, the job seeker may retreat out of fear of inadequacy or confrontation,
especially if they believe they have underperformed during the interview.

Rather than facing the possibility of rejection over the phone, many individuals
may prefer to avoid answering calls altogether. Yet, by doing so, they could
overlook a valuable opportunity or miss out on constructive feedback from the
company.


5. OTHER REASONS THAT HAS NOTHING TO DO WITH THE COMPANY

Job seekers juggling personal situations or dealing with external influences –
from health issues to family emergencies – might prioritise their need for
silence over professional etiquette.

Employers and hiring managers can be unaware of these circumstances, but they
play a significant role in a candidate's decision to ghost.


5 SOLUTIONS TO PREVENT JOB SEEKER GHOSTING

The silence of job seekers doesn't have to be the last word.

Employers looking to foster more meaningful interactions with potential hires
can employ strategies that not only reduce ghosting incidences but also improve
the overall talent management strategy. Taking this opportunity to improve your
candidate experience can also strengthen the organisation's employer branding
and position the company as an attractive employer in a competitive job market.


1. SETTING CLEAR EXPECTATIONS AND CLEAR COMMUNICATION

Establishing clear expectations with candidates not only sets the right tone for
your job applicants; it paints a clear picture of what they can expect when
joining your team.



From the first glimpse of your job description to delving into your company's
culture on social media, every detail should resonate with their expectations.
Imagine a workplace where growth opportunities and flexible work arrangements
are not just perks but promises.

By crafting an accurate job description that mirrors the role's demands, you
empower applicants to assess their fit with confidence.

You should also keep the lines of communication open to manage candidate
expectations and experience, as well as eliminate the uncertainty that often
leads to ghosting.


2. STREAMLINED RECRUITMENT PROCESS

Lengthy or convoluted recruitment processes can seriously test the patience of
even the most dedicated job seeker.

As employers strive to be more meticulous in their talent selection, there's a
limit to how many interviews a job candidate can handle before feeling
overwhelmed. A drawn-out hiring process might signal deeper issues within the
organisation, like decision-making uncertainties or bureaucratic obstacles
hampering employee productivity.

Embracing a streamlined approach not only highlights organisational efficiency
but also shows consideration for the valuable time of both the candidate and the
employer.


3. CONSISTENT FOLLOW-UPS

Proactive and consistent follow-ups after every round in the interview process
are crucial for maintaining an engaged talent. It not only keeps job seekers
informed about their status but also shows respect for their time and effort.

Regular communication, even if a final decision hasn't been reached, reassures
candidates that they are valued and still under consideration for the role. Even
if the ultimate decision is a "no", it's considerate to engage with the job
seeker by providing feedback on why they fell short compared to other
applicants.


4. PERSONALISATION AND FEEDBACK

Using a template 'thank you for X' message might save some time, but it can
leave candidates with more questions than answers as they will want to know how
they should improve or why they have been rejected for the job. This might even
make them say no to future interviews with your company, even if the right
opportunity arises.

Giving personalised feedback, no matter the application's result, is key for
improving the talent experience. Whether it's helpful tips or words of
encouragement, it shows that you value the candidate's efforts and care about
their development, building rapport and boosting engagement.


5. ADOPT A TALENT-CENTRIC APPROACH TOWARDS RECRUITMENT

The most impactful solution to prevent ghosting is developing a talent-centric
recruitment strategy. This approach requires employers to consider the unique
needs, values, and experiences of each talent.

By treating talent as partners in the entire process, rather than just potential
employees, employers can create a more empathetic and engaging recruitment
process. This alignment of values and experiences ensures that both the talent
and the company avoid the haunting experience of ghosting.




PARTNER WITH RANDSTAD TO IMPROVE YOUR TALENT EXPERIENCE

We hope that these insights and solutions will help you better understand and
address the issue of job seeker ghosting in your recruitment process. By
implementing these strategies, you can create a more positive and respectful
experience for both candidates and employers. Remember, communication,
transparency, and personalisation are key in fostering strong relationships with
potential hires.

At Randstad, our recruitment consultants are experts in their fields. We focus
on enhancing their expertise so they always have the right insights to support
talent through the recruitment process at our clients' organisations. Whether
you need contract workers or permanent employees, you can connect with our
recruiters to improve your candidate experience.

RELATED ARTICLES 

 * how do you attract talent to join your start-up?
 * diversity in recruitment
 * employer branding and the job seeker’s journey

tags:
 * talent acquisition
 * talent management

 * email
 * print

 * 
 * 
 * 

more talent management articles.

 * 4 reasons for absenteeism at work and how to manage.
 * 5 leadership behaviours and skills to show employees you care.
 * how to build a winning team in the workplace: finding your perfect pit crew
 * how do you attract talent to join your startup?
 * best tips on how to conduct a successful skills assessment test.

keep up with talent trends.

research reports

looking for skilled talent?

our hiring expertise

 * job search hong kong
   job search hong kong
    * banking jobs
    * it jobs
    * marketing jobs
    * digital marketing jobs
    * hr jobs
    * sales jobs
    * accounting jobs
    * supply chain jobs
    * insurance jobs
    * administration jobs
    * retail jobs
    * engineering jobs
    * legal jobs
    * business support jobs
    * property jobs
    * permanent jobs
    * temporary jobs
    * contract jobs
    * view all hong kong jobs
    * view all jobs in china

 * for job seekers
   for job seekers
    * job seekers tool kit
    * apply for a job
    * submit your cv
    * refer a friend
    * areas of expertise
    * contracting
    * cv hub
    * job scams alert

 * career advice
   career advice
    * career development
    * career guide
    * tips and resources

 * hr trends
   hr trends
    * employer brand
    * HR technology
    * talent management
    * workforce trends
    * white paper

 * for employers
   for employers
    * looking to hire
    * hr solutions
    * areas of expertise
    * contracting services
    * randstad enterprise
    * business partnering approach
    * digital solution suite
    * accelerating business recovery

 * industries specialisation
   industries specialisation
    * it recruitment
    * accounting and finance recruitment
    * sales marketing recruitment
    * banking and financial services
    * retail recruitment
    * engineering recruitment
    * construction and property
    * human resources recruitment

 * employer branding
   employer branding
    * employer brand research
    * solutions and assessment
    * rebr faq

 * join our team
   join our team
    * our people
    * benefits and rewards
    * grow your career with us
    * roles at randstad

 * about us
   about us
    * our history
    * awards
    * brand story
    * research
    * events and partners
    * social responsibility
    * news / media releases
    * business principles
    * artificial intelligence principles
    * frequently asked questions

 * faq
 * contact us
 * accessibility
 * terms & conditions
 * privacy statement
 * misconduct reporting
 * cookies
 * site map

 * 
 * 
 * 
 * 
 * 

©2024 Randstad Hong Kong Limited
Employment Agency Licence No. 65640
Registered office: 33/F, Sino Plaza, 255-257 Gloucester Rd, Causeway Bay, Hong
Kong SAR

RANDSTAD  is a registered trademark of © Randstad N.V. 2024
Randstad Hong Kong | Executive Search | Job Agency | Employment Agency

✓
Thanks for sharing!
AddToAny
More…




TAKE CONTROL OF YOUR COOKIES.

To help you better and personally, we use technology to our advantage, including
cookies. More info can be found in ourcookie policy.
Cookies Settings Accept All Cookies



PRIVACY PREFERENCE CENTER

You are at the website of Randstad NV, hereinafter referred to as ‘Randstad’ or
“we”. Our website use cookies. Cookies are small text files that will be stored
in your device (computer, tablet or mobile phone) via your browser primarily to
enhance the convenience of using the site, to enable certain functions and to to
make visiting our website attractive. We use cookies to provide our website
visitors with a better experience, identify preferences, diagnose technical
problems, analyse trends and generally to help us improve our website. The
information in the cookies relates to your device, your browser and to the way
you flip through our content and is not linked to your name, address or e-mail
address. To the extent personal information may be collected using cookies, such
information will only be processed in accordance to our data protection
statement.
More information.
Allow All


MANAGE CONSENT PREFERENCES

FUNCTIONAL COOKIES

Functional cookies

These cookies enable the website to provide enhanced functionality and
personalisation. They may be set by us or by third party providers whose
services we have added to our pages.    If you do not allow these cookies then
some or all of these services may not function properly.

View Vendor Details‎

TARGETING COOKIES

Targeting cookies

These cookies may be set through our site by our advertising partners. They may
be used by those companies to build a profile of your interests and show you
relevant adverts on other sites.    They are based on uniquely identifying your
browser and internet device. If you do not allow these cookies, you will
experience less targeted advertising.

View Vendor Details‎

PERFORMANCE COOKIES

Performance cookies

These cookies allow us to count visits and traffic sources so we can measure and
improve the performance of our site. They help us to know which pages are the
most and least popular and see how visitors move around the site.    If you do
not allow these cookies we will not know when you have visited our site, and
will not be able to monitor its performance.

View Vendor Details‎

SOCIAL MEDIA COOKIES

Social media cookies

These cookies are set by a range of social media services that we have added to
the site to enable you to share our content with your friends and networks. They
are capable of tracking your browser across other sites and building up a
profile of your interests. This may impact the content and messages you see on
other websites you visit.    If you do not allow these cookies you may not be
able to use or see these sharing tools.

View Vendor Details‎

STRICTLY NECESSARY COOKIES

Always Active

These cookies are necessary for the website to function and cannot be switched
off in our systems. They are usually only set in response to actions made by you
which amount to a request for services, such as setting your privacy
preferences, logging in or filling in forms.    You can set your browser to
block or alert you about these cookies, but some parts of the site will not then
work.

For more information regarding our use of certain specific cookies, please see
the section “information about certain specific cookies”.

View Vendor Details‎
Back Button


VENDORS LIST



Search Icon
Filter Icon

Clear
checkbox label label
Apply Cancel
Consent Leg.Interest
checkbox label label
checkbox label label
checkbox label label

Confirm My Choices