Candidate ghosting: How to prevent applicants from dropping out
More and more frequently, applicants suddenly disappear from the scene during the recruitment process. No reply to emails, no appearance at an interview or even complete silence after a contract offer. This so-called ghosting is frustrating and costs companies time and money. What can be done about it?
Recent research shows that job seekers are applying en masse: 38 % send out more than 20 applications per week, often with the help of AI tools. As a result, they spend less time on each individual application, write impersonal cover letters and no longer remember exactly where and for which job they applied.
How can you as an organization prevent candidate ghosting?
- Keep the application process simple and straightforward: 58 % of applicants abandon a long or cumbersome recruitment process. Provide a clear job advertisement with specific expectations, a short and efficient application form and keep the number of interviews to a minimum.
- Communicate quickly and transparently: Let applicants know when they can expect a response, what the next steps are and who their contact person is. A quick follow-up creates trust and increases commitment.
- Make it personal: Job applicants often receive standard messages or no response at all. A personal update or a brief explanation in response to a rejection makes a big difference. It shows respect and strengthens your image as an employer.
- Test motivation with specific questions: During the interview, you can find out how serious an applicant is by asking the right questions. So ask questions such as: "What excites you most about our company, apart from the job content?", "What could your current employer do to make you stay anyway?", "When would you regret this step?" Applicants who can answer these questions well are generally more serious and less likely to drop out.
Conclusion: Making the difference in communication and speed
It is difficult to avoid ghosting completely. But with a simple, transparent and humane application process, you can significantly reduce the chances. In a tight labor market full of choices for applicants, you gain their trust by making the difference in communication and speed.
Source: Robert Walters
