Especially in the midst of what is being referred to as a “job-seeker’s market,” it’s surprising to think that employers would not take the time to engage with interested parties, even if they aren’t the right candidate for the job for which they have applied. Yet, employers ghosting candidates is becoming increasingly common and is a symptom of mismanaged hiring processes.
Ghosting is the practice of ending a relationship with someone by unexpectedly withdrawing from communication with them. The term “ghosting” or “to ghost” is often used in reference to personal interactions such as dating and friendship. In a personal context, ghosting speaks to a person’s immaturity and desire to avoid conflict, opting to suddenly drop communication with another instead of taking the time to end the relationship honestly and with respect.
In a professional setting, ghosting refers to employers or employees that cease communication without notice or explanation. Ghosting is damaging no matter who is responsible and can quickly tarnish the reputations of both employers and employees participating in the practice.
Many companies and organizations have more interest than they can handle, even in this challenging job market. That said, it is important to have processes in place that allow employers to properly manage applications, interviews, hiring decisions, and declinations.
Considering the time that job seekers spend on updating their resumes, writing cover letters, and completing online applications, it is customary for employers to inform a candidate if they have not been selected to move forward with the hiring process. Unfortunately, many employers have gone away from polite declinations and communication and, instead, opting to ghost rejected applicants. Employers claim they do not have the time to properly communicate with rejected parties, but we believe there is a better way.
BETTER MATCHES FOR FEWER REJECTIONS
At Veterans ASCEND, we match candidates with roles in which they will thrive. Our algorithm translates occupations into a skills profile without resumes and clutter. By aligning candidates to career opportunities based on skills, we streamline the influx of candidates to consider for each role.
With better initial matches comes fewer candidates to consider, fewer rejections to process, and less time spent drowning in communication. Because employers that use our AI-Powered Talent Sourcing Platform create a pipeline of qualified candidates expertly matched by skills, they enjoy reduced fill times, increased productivity, and improved retention thereby eliminating the temptation to ghost a seemingly endless parade of mismatched applicants.
Learn more about Veterans ASCEND’s time-saving and revolutionary talent sourcing platform on our website.