Not hearing back from jobseekers? They're simply not that into you
More than four in 10 Canadian employers reported an increase in candidate ghosting – according to data released today from Robert Half. After surveying over 800 leaders throughout the nation, 43% of HR managers said it’s more common for jobseekers to cut off all communication now than it was just two years ago.
“Today’s candidate-driven market is incredibly challenging for employers as skilled professionals are often juggling multiple job interviews and offers,” added David King, Canadian senior managing director of Robert Half.
“To help prevent ghosting and keep potential hires engaged, employers need to deliver an exceptional candidate experience that showcases the strength of their company’s brand and culture, provides a clear understanding of the role and moves quickly.”
But what’s causing this increase in ghosting? Well, according to the research, it all comes down to job spec confusions. Forty-three percent of candidates said that the job was simply not what they expected, 31% labelled the interview process as ‘poor’, 18% had a better offer, and eight percent said they weren’t onboard with the company’s ‘return to office’ policy.
In the face of such data, it’s clear that HR leaders really need to up their recruitment game. In today’s super tight talent market, mandated in-office policies and sub-par interview processes simply won’t cut it. Robert Half’s research found that 58% of employers have missed out on a potential hire because the company took too long to make an offer. Thirty-three percent of HR leaders let talent slip through their fingers because of a stringent and inflexible working schedule – and 30% low-balled the candidate, offering too little in the way of salary.
“Since the majority of hiring is still happening remotely, job seekers expect a faster interview timeline,” added King. “Along with a streamlined hiring process and close communication, employers need to promote incentives, such as fully remote jobs and highly competitive compensation packages, to attract and secure top talent.”
Are your candidates ghosting you? How are you holding on to top talent? Tell us in the comments.
