[SLIDES] The Emerging Issue of Candidate Ghosting – and How It Damages Your TA Results

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Ghosting in business is getting worse. The Washington Post reports that there was a 10- 20 percent increase in ghosting over the past year. The Federal Reserve Bank of Chicago for the first time even cited an uptick in ghosting in its recent economic activity report. If you’re not familiar with the term ghosting, during recruiting, it’s when a candidate stops merely responding to their recruiter.

Ghosting can occur among applicants and interviewees. However, the most damage to the firm occurs when a finalist who has already accepted your job offer “ghosts your firm.”

Without any further communications, they just don’t show up on their first day.

Losing those who have already accepted can be extremely expensive because you may have to settle on the No. 2 candidate, who is likely to be significantly weaker. Alternatively, if you must reopen the search, your recruiting costs will escalate, and it will extend the time where there is no one in the job to do the work, lowering team productivity. Fortunately, there is a range of simple, intuitive tools that can almost eliminate the chance that an offered candidate will ghost you.

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About Dr John Sullivan

Dr John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact; strategic Talent Management solutions to large corporations.

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