Ghosting is a term normally associated with dating, but it’s recently made it into the vocabulary of most recruiters.
Why? Because according to findings from Dr. John Sullivan, it’s become a common part of the hiring process in all industries.
When a recruiting prospect inexplicably cuts off communication near the end of the hiring process, it’s expensive and frustrating.
Here are some suggestions from Dr. Sullivan to minimize recruitment ghosting:
Reinforce the hire. Remind and reinforce the many reasons why the new hire was initially attracted to the opportunity and why it was superior to their current situation.
Remind them that they are expected/needed. Let the new hire know you’ve scheduled activities to make them feel welcome and ensure that they fit into the team.
Get the new hire to end their job search. Take proactive actions to minimize the chances that the new hire will receive and accept another competing offer.
Reduce new job anxiety. Provide information covering common high-anxiety concerns. Increase interactions with the team to overcome fears that the new hire won’t fit within the group.
Remember, the hiring process doesn’t end until your new agent is productively working in their new position.