1 • Start targeting the right candidates from the start
One of the biggest factors of why a candidate will ignore you is because they are not aware that the job on offer ticks their boxes.
I say aware; because in some cases the truth might be that it’s a great match for them, they just don’t know it.
So, ensure you give them the right information in the advert regarding ‘what’s in it for them’.
On the flip side, it is important to help them understand if they are suitable for your role nice and early… so they don’t unnecessarily discount themselves out of consideration!
Describe the ideal experience or skills you would see as suitable for an application.
Don’t list unnecessary requirements or parameters which don’t reflect your flexibilities. i.e. Don’t say you require 5+ years’ experience when in reality, you would consider 3+ years’ experience for the right person.
In short, if you’re going to be ignored, get this out of the way early by focusing on who you want and letting these candidates know they will be valued in your organisation.
See our hiring plans that include guranteed hires and re-hires!
2 • Engage with your candidates
Communication is a two-way street. A candidate is more likely to ignore you if they have applied for a position and are being met with long periods of silence or a long, drawn-out process.
If you don’t communicate in a timely and effective manner at the start, they may return the gesture when you are ready to proceed with the application process.
If they don’t feel valued by an organisation whilst it’s seeking someone with their skillset, they may question how they will be valued once being part of it.
The key is to provide clear communication with candidates and manage their expectations…
Respond to their applications as soon as possible, even if it’s just to update them on the process or an anticipated delay.
Speak to the candidates prior to arranging an interview to allow them to ask any important questions they have.
Give them the autonomy, to be honest with you. When you arrange an interview, tell them it’s not a problem if anything changes and they don’t wish to proceed – just to let you know.
Keep them updated. If you have a great interview but have an unavoidable delay before an outcome is reached – tell them! If you don’t, any subsequent offer may be ignored.
In short; if you communicate well with a candidate and give them the means and autonomy to communicate back with you, you’ll see a significant decrease in ‘ghosting’.
And never forget…
If you’re struggling to find the right candidate for a vacancy, or you simply don’t have enough time to conduct an effective recruitment process, drop us a line by clicking the Learn More button below.