After decades of mistreating job seekers, employers are discovering how frustrating it is to be "ghosted" before and after interviews. Amid a strong job market, there is a growing trend of job seekers who skip interviews, never show up for the first day of work or quit current positions without giving notice. Is your recruitment team dealing with a sudden surge of no-shows? Here are common reasons why candidates blow off a decent job.
Low Unemployment Rates
A thriving job market should mean good times for employers and job seekers, right? In May 2018, the U.S. unemployment rate hit an 18-year low of 3.8 percent. In the same period, 2.4 percent of employed workers resigned from their current positions, typically to start another job. Unfortunately for recruiters, a surplus of jobs can reduce competition and give candidates more options.
According to USA Today, many businesses report a no-show rate between 20 to 50 percent among job applicants and current employees, leading to high turnover costs. When jobs are scarce, job seekers feel compelled to put up with long waits, weak benefits and rude behavior from employers. Now that workers are more empowered in their job search, many aren't afraid to ditch a second-rate offer for a better one.
Flawed Hiring Process
Among U.S. employers, the most common hiring methods suffer from poor management, unfocused recruiting and slow decision-making. Job seekers have dealt with ghosting from employers for years, whether it's failing to follow up after interviews or dragging out a hiring decision for months.
Too often, recruiters use a broad, cattle-call hiring process to bring in a big applicant pool. This approach attracts job seekers who submit mass applications when they aren't seriously interested in the position. And even when applicants genuinely want to work for a company, they get tired of waiting to hear back from unresponsive recruiters. It's unprofessional, but unsurprising, when many job seekers lose interest and decide not to show up once they have better offers in hand.
For some job seekers, the hassle of canceling interviews or declining a job is just too awkward. Similar to an exit interview, formally declining or resigning can put pressure on job seekers to explain their reasons for leaving. Ghosting is an easy way to avoid an uncomfortable conversation, even if it means burning bridges.
From a job seeker's perspective, employers routinely break promises to follow up and keep applicants in the loop. Ghosting seems harmless, but it causes a substantial loss in resources and profits when employers are continually investing in recruiting, only to wind up shorthanded.
To stay competitive, recruiters must find ways to build relationships with prime candidates and stay connected to them throughout the hiring cycle. Many businesses are using group interviews to minimize the cost of no-shows and find committed job seekers. Others are creating shorter, more streamlined hiring methods to get new hires in the door faster. What steps does your recruitment team take to build a strong candidate pool and avoid no-shows?
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