Ghosting The New Recruiting Norm!

Imagine this: you’ve been through multiple rounds of interviews, aced those Zoom calls, and impressed everyone during the on-site visits. You're confident and hopeful, waiting eagerly for the final call. Days turn into weeks, and suddenly, it hits you. Silence. Complete radio silence from the hiring team or the recruiter. Welcome to the new norm of professional ghosting, where 77% of jobseekers on LinkedIn report having experienced this unnerving phenomenon.

Ghosting, once a term associated with personal relationships, has seeped into the professional world. It's now not just a dating woe but a jobseeker's nightmare. How did we get here? For every job posting, hundreds of applications flood in within the first 24 hours. Yet, despite this influx, companies often fail to find one “qualified” candidate, leaving many applicants in the dark.

Recruiting should be about more than just filling a vacancy. It’s the first taste a potential employee gets of a company’s culture. When that first taste is bitter, it leaves a lasting impression. Robotic responses, lack of engagement, and abrupt radio silence after multiple interviews erode the candidate’s experience. A simple "thank you but no thank you" email without any feedback is not enough.

The inefficiency of the current recruitment process is glaring. Companies repost positions, collecting even more applicants, yet still struggle to fill roles. This isn’t just frustrating for jobseekers; it’s a red flag for the company’s hiring practices. When applicants feel like mere numbers, not valued prospects, the entire process falls apart.

Recruiters are humans dealing with humans, yet the personal touch has diminished. We’ve moved from conversations to interrogations, from mutual discovery sessions to one-sided evaluations. It’s time to rethink this approach. Mutual respect and clear communication should be the cornerstones of recruitment. Acknowledging applications, providing timely updates, and giving constructive feedback are not just courtesies; they are necessities.

A poor recruitment experience can tarnish a company's reputation. Negative experiences travel fast, and dissatisfied candidates share their stories. It’s vital for companies to remember that job seekers today could be customers tomorrow. Treating candidates with respect and clarity not only enhances the company’s image but also builds a stronger, more motivated workforce.

Moreover, the fixation on continuous employment with no gaps is outdated. What matters more is the quality of the candidate's experience and their potential to contribute to the company’s growth. Job gaps should not be seen as red flags but as opportunities to understand the candidate's journey better.

We can do better. Recruiters and companies need to humanize the hiring process. After all, recruiting is a human-to-human exchange. Let’s bring back the common courtesy that seems to have gone missing. By doing so, we can turn a frustrating process into a fulfilling experience for all parties involved.

Thanks for reading,

William Rochelle, but you can call me Bill

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