Ghosting candidates is damaging your candidate experience: Here’s how to stop it
Have you ever ghosted a candidate? Ghosting, if you haven’t heard, is a common event in dating: one person goes radio silent without explanation after exchanging several messages or even after a few dates. The practice of ghosting has also made it into the talent acquisition world and is something both recruiters and candidates are guilty of.
Almost every candidate who’s tried to find a job in today’s fast-paced market has been ghosted by a recruiter. On the employer’s side, nearly every recruiter has been too busy with other tasks to be able to dedicate time to engage every unsuitable candidate and explain why.
Forget about sending personalized communication for a minute. It’s rare for most candidates to even receive an automated rejection email. 65% of job seekers say they never or rarely receive a rejection notice from employers. If you’re able to create a personalized interaction for every candidate it’s sure to help you stand out.
Ghosting damages your candidate experience
While the communication requirements placed on modern recruiting teams are extensive, with the right tech, there’s no excuse for ghosting candidates. When candidates are ghosted, you lose out on possible talent, and your employer brand takes a hit.
- 60% of job seekers reported a negative candidate experience with the employers they engage with.
- 72% of job seekers reported sharing their negative candidate experiences online.
- 55% of job seekers reported avoiding certain companies after reading negative online reviews.
These are the leading causes of a negative candidate experience:
|Tedious application process
|Most automated applicant processes today are tedious, overly complicated, and often irrelevant to the job. 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity.|
|Lack of communication||Ghosting. This is likely the most common reason job seekers report having a negative experience. Seeing that a report found staggering 65% of people say they didn’t hear back from a position they had applied for, this is a common problem that needs to be addressed.|
|Wasted time in interviews||Common examples include recruiters or hiring managers who failed to show up or showed up late, and interviewers who were not prepared or appeared disengaged or disinterested during the interview. Inefficient interviews reflect poorly on your brand.|
You know creating a positive and human candidate experience is crucial, but how exactly can you get there? Start by using the right technology to address the common problems we’ve seen in the hiring process—one being ghosting.
Enter: the HR chatbot
With hundreds of applications coming in for each open position, it’s nearly impossible for HR departments to create engaging and personalized interactions with each applicant. At the same time, creating personalized, engaging moments with each candidate is exactly what’s needed to develop a robust hiring experience.
Chatbots can help here. People have grown comfortable engaging with chatbots for tech support, banking, and general Q/A with in-home chatbots. For most, communicating with a chatbot while applying for a job is something they’re comfortable with.
A type of chatbot called a conversational AI offers consistent and near-human communication with candidates based on patterns, Natural Language Processing (NLP), and Machine Learning. With conversational AI shouldering some of the communication workloads, and the hiring team focusing on high-level assessments, candidates won’t be in the dark. Instead, they’ll be engaged in valuable conversations about the organization and specific positions.
Let’s break down the benefits of HR chatbots:
Instant post-application two-way engagement
Conversational AI (CAI) can expedite the screening process by engaging candidates right after they apply and asking them questions about their experience, skills, and salary requirements. CAI chatbots are also equipped to answer FAQs about the organization and specific benefits. Use CAI to create a much more engaging process than the post-application radio silence candidates have become accustomed to.
Get the data you need when you need it
Beyond suitability, there are several other considerations in the hiring process: approvals from all the interviewers, benefit negotiations, and background verification. A CAI can pull relevant information from candidate conversations using entity extraction. It populates discrete fields on the candidate profile with this data in real-time in your ATS. This ensures that hiring stakeholders have all the info they need to create positive interview experiences.
Never ghost a candidate again
A candidate, upon rejection, often desires feedback on what they could have done better. Due to the high volume of communication tasks recruiters must manage, this can be difficult to provide for every candidate. Conversational AI can interact with each candidate, explain why it rejected a candidate for a role if asked, and can even redirect candidates to apply to a fallback role. Deploying a CAI ensures that every candidate, both qualified and unqualified, is never ghosted by your company.
There’s no excuse for ghosting anymore
The near-universal availability and ease-of-use of online job applications have led to a huge increase in candidate applications, even to jobs they may not be qualified for, overwhelming recruiters and creating bottlenecks and inefficiencies in the hiring process. Deploying a type of HR chatbot called a conversational AI can free up hiring managers’ and recruiters’ time by handling early-stage candidate engagement, interview scheduling, and data entry. In an age where communication is so important, there’s no reason to leave your candidates in the dark, no matter how many applications you receive.
Ready to take the first step in creating a robust candidate experience? Request a demo today.