Getting away from ghosting

Opinion

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This article was published 30/12/2023 (644 days ago), so information in it may no longer be current.

The term ghosting in the general world means the act or practice of abruptly cutting off all contact with someone. It can happen with friends or romantic partners, and it is a particular form of both irritation and loss.

In the working world, ghosting refers to a situation where someone unexpectedly and without explanation ceases all communication and engagement during the job recruitment process — and it elicits many of the same emotions. Ghosting can refer to a candidate who disappears with no warning, or an employer who is non-communicative.

This phenomenon has become more prevalent in recent years due to the ease of communication via email or messaging apps, where candidates might find it simpler to disengage rather than communicate their decision or change of mind directly. Employers may ghost as hiring processes become more complex, and unforeseen circumstances delay communication.

Overall, in this modern job market, being ghosted can create a rollercoaster of emotions from both perspectives. Let’s explore it from either side.

Being ghosted from a candidate’s perspective: One of the most disheartening experiences is when you feel you’re being ghosted by a potential employer.

After submitting an application, acing interviews, and possibly even receiving positive signals, suddenly encountering silence can be frustrating and demoralizing. Coping with this situation requires resilience, patience, and a strategic approach to maintain your confidence and mental well-being.

If you are currently on the job hunt, here are some ways to bolster your resilience:

Understand the situation

Firstly, understand being ghosted is more a reflection of the employer’s process or situation rather than your capabilities or qualifications.

Consider the time that has passed since your last interaction. Sometimes, delays in responses can occur due to internal processes or unexpected events. Give it a reasonable amount of time before assuming the worst. Take Action If a significant amount of time has passed without communication, consider sending a polite follow-up email. Express your continued interest in the position and inquire about the status of your application. Keep the tone professional and understanding.

While waiting for a response, continue networking and exploring other job opportunities. This proactive approach not only diversifies your options — but also helps in shifting focus away from the uncertainty of a ghosted application. Manage emotions and focus on what’s within your control. Continue improving your skills and exploring options. Redirect your energy towards productive activities rather than dwelling on the situation.

Job hunting can be mentally taxing. Engage in activities that bring you joy and relaxation. Exercise, hobbies, spending time with loved ones, or meditation can help manage stress and anxiety during this uncertain period.

Keep it in context

Remember that job hunting involves facing uncertainties. Not every opportunity will work out, and that’s okay. Use this as a learning experience to improve your approach and resilience for future endeavors.

If given the chance, seek feedback from an employer about your application or interview. Constructive criticism can provide valuable insights for your future job search strategies. I am always surprised by how few people ask for feedback if they are unsuccessful. Most HR managers enjoy mentoring people and would be happy to give you useful pointers. Move Forward Keep an open mind about potential outcomes. Sometimes, unexpected delays might lead to positive news — or even a different opportunity within the same organization later on.

Regardless of the outcome, view the experience as a chance to learn and grow. Reflect on the process, your performance, and consider how you can enhance your approach in future job applications.

Being ghosted by a potential employer can be disheartening, but it’s crucial to maintain a positive mindset. Remember, your worth isn’t defined by one application or employer’s response. Stay resilient, adaptable, and focused on your goals as you navigate through your career journey.

Being ghosted from an employee’s perspective: In the competitive landscape of recruitment, finding the right talent is crucial for a company’s success. Yet, one of the most frustrating aspects of the hiring process is experiencing ghosting by potential job candidates.

Whether it’s after initial contact, during interviews, or even after extending an offer, being left in the dark can pose challenges for employers. Dealing with this situation requires a strategic and empathetic approach to maintain professionalism and uphold the integrity of the hiring process. If you are an employer struggling with candidates ghosting during the recruitment process, here are some ideas to help keep more people engaged:

Adjust strategies and review and optimize the recruitment process from a candidate’s point of view. Improving communication, providing timely updates, and offering a positive experience can reduce the likelihood of candidates ghosting.

Expand recruitment efforts by exploring various channels. Utilize professional networks, recruitment agencies, social media platforms, and job boards to reach a wider pool of candidates.

Manage the process

In a competitive job market, candidates often explore multiple opportunities simultaneously. Employers should have backup plans or alternative candidates in mind to mitigate the impact of potential ghosting.

Establish clear communication protocols and timelines during the recruitment process. This includes specifying the expected response times and stages of the hiring process to manage candidate expectations.

Learn and adapt

Use the situation as a learning opportunity. Analyze the possible reasons behind the ghosting and consider adjustments to the hiring approach, such as refining job descriptions, streamlining the interview process, or enhancing engagement strategies.

Regardless of the outcome, maintain professionalism and uphold a positive employer brand. Treat all candidates, including those who ghosted, with respect and professionalism.

Keep an open mind

Consider the time that has passed since the last communication with the candidate. Delays in responses could sometimes be due to personal reasons or unforeseen circumstances.

Review the previous communications and interactions with the candidate. Were there any indicators or cues that might explain their sudden lack of response? Understanding the context can help in strategizing further steps.

Initiate communication

Send a polite follow-up email or message expressing continued interest in their candidacy. Acknowledge circumstances might have changed and inquire if they are still interested in the position. Maintain a professional tone and avoid assumptions or accusations.

If possible, encourage open communication by asking for feedback regarding their experience with the hiring process. Constructive criticism can offer insights into potential areas for improvement in future recruitment strategies.

Move forward

Ghosting in the recruitment process is a challenge that many employers face, and while it can be frustrating, it’s essential to approach it with resilience and adaptability.

By maintaining open communication, setting clear expectations, and continuously refining recruitment strategies, employers can navigate this issue while ensuring a positive experience for both candidates and the company.

Ultimately, it’s about learning, evolving, and creating an environment that fosters meaningful and respectful interactions throughout the hiring journey.

My message to all is — just communicate.

If you don’t want the job, say so. If you are experiencing internal delays, tell the candidate as much as you can. Being honest maintains reputations and speeds everything up. Recruitment and selection are emotionally taxing enough without adding ghosting into the mix.

Tory McNally, CPHR, B.Sc., vice-pesident HR Consulting is a human resource professional, radio personality, speaker, and problem solver. She can be reached at tory@legacybowes.com.