It’s Not Me It’s You – Morson on Recruitment Relationships

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by Rebekah Valero-Lee on

As a candidate have you ever reached the 2nd stage for an interview but then heard nothing more? Or as a recruiter your candidate drops of the face of the earth? That’s ghosting. It’s a term to describe a situation where somebody suddenly ‘disappears’ during the hiring process, from both candidates and recruiters. It’s been increasing in frequency in the recruitment industry so why is it happening? And how do we avoid it?

Candidate ghosting

Well, candidates can fall off the radar for various reasons, despite the recruiter’s efforts. It could be that the candidate doesn’t know how to say ‘no’ or want to disappoint the recruiter (maybe). However a survey by CV Library highlighted these reasons to be the main offenders;

  1. They’re being sent irrelevant jobs – 24.8%
  2. They feel bullied into apply for roles they’re not interested in – 18.9%
  3. They sense the recruiter has a bad attitude – 15.7%
  4. They feel ignored by the recruiter – 12%
  5. They receive too many phone calls – 9%

Therefore, it’s worth considering that maybe they disappear as they have been ghosted themselves or just assume this is how the industry now works.

So, are recruiters to blame also?

Recruiter ghosting

There’s a multitude of reasons why recruiters undertake ‘ghosting – they can also sometimes forget that candidates are also consumers, and ghost them without thinking about the consequences. Then there’s the time they need to fill a position quickly or that they’ve received over 100 applications for a role.

However, like a neglected lover, candidates remember when companies don’t respond to them, so it’s important to keep in touch as it may come back to haunt you.

Here’s how to avoid getting ghosted as a recruiter…

  • Don’t set the ghost trend

First and foremost, don’t ghost candidates. It’s all about treating them the same way you’d like to be treated. Maybe discuss communication timelines so both you’re expectations are met and nobody is unhappy.

  • Voice Concerns

It’s important for both parties to voice concerns. For instance if the candidate is unhappy with your client selection or you think their CV could do with sprucing up. Honesty sometimes is the best policy.

  • Clarify your process

It’s essential to keep the candidates engaged and the clients aware of what’s acceptable in terms of keeping everyone informed. Both of these impacts can have an effect on how you do your job successfully, so ensure the process is clear and simple.

All in all, to help make ghosting in recruitment a thing of the past, warrant you keep your promises and hopefully candidates will follow through on theirs to create a problem-free hiring process.

Here at Morson, we value the importance of communication, so why not start your recruitment journey with our expert recruiters here.

Interested in more careers advice? Head over to our blog here.

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