GHOSTING! What it IS and How to Avoid It!

Y’all I’ve been avoiding this topic for years.

I knew when I started creating content all about recruiting for job seekers I would HAVE to address this.

Ghosting is absolutely a real thing. A real TERRIBLE thing. It happens, and it shouldn’t – but it’s also a term that gets tossed around a lot, leading to more confusion and bad feelings.

So let’s get down to it – when thinking about recruiting and job search – what IS ghosting anyway?

Let’s start with the dictionary definition:

So there are two key things to consider: 1. a RELATIONSHIP and 2. WITHDRAWING from all communication WITHOUT EXPLANATION.

To put it in recruiting terms, ghosting is a lack of closure after two way communication has been established.

GHOSTING:
– a recruiter contacts you about a job – you respond with your availability, and the recruiter never gets back to you with next steps or an update (like the role is no longer available, etc)
– you interview (at any stage of the process) and never heard the outcome

NOT GHOSTING:
– you send your resume unsolicited to a recruiter or hiring manager and they don’t respond
– a recruiter let’s you know they’re not moving forward with your candidacy, and you don’t hear back from them even if you reach out again

In a perfect world we all respond to every message and have clear, concise communication forever and ever amen – but we’re HUMAN and shit happens. So what’s a job seeker to do?

Set the right expectations!
We already know not every message is going to get a response – that’s ok! Increase your odds by sending targeted, relevant communication with a clear call to action.

Get clarity on timelines
Once you’re in an interview process, ask your recruiter WHAT you can expect and WHEN. Hold them (us) accountable for follow up within reasonable timeframes and also the mechanism by which you’ll follow up. Should you expect a phone call? Email? Something else? Confirm with your recruiter!

Amy’s 3 touchpoint rule
For me, I don’t get super invested in the beginning. The further in the process I get the more clarity / follow up I expect but regardless I will attempt to reach out THREE TIMES – Once I’ve been ignored (ghosted) 3 times? I’m done. I’ll note that this is no longer a viable opportunity, and get on with my life.

Fine, but what about RECRUITERS?

Ahhh I’m glad you asked! Here are some things that I do to (mostly) avoid ghosting candidates. I can’t lie to you and say it’s never happened. I CAN say that if I catch it (or am called out… yikes…) I WILL do everything I can to rectify it. But to help avoid it….

Contact Info
If you’ve ever received a prep email from me (that means you’re one of my active candidates) you have TWO THINGS – my personal cell phone number, and access to my calendar. I absolutely encourage my candidates to use them as often as needed.

ATS Reminders
I am fortunate to work for a company that takes follow up seriously and have an ATS that is enabled with reminders. If I miss a follow up or closure, I get an email, If I miss it AGAIN, my BOSS gets an email. There is definitely room for grace (again, human here) but I AM held accountable or closure and proper follow up.

Follow Up Friday!
I learned this from the amazing Stacy Zapar, recruiting leader. I saw her speak about this at a conference a million years ago, and the idea is you have time blocked every Friday to follow up with any active candidates and ensure they hear from you. That can be closure, a specific next step, or even “no update update” (we’re waiting on feedback, etc).

Awkwardness is usually based on a lack of communication (or poor communication) – and good communication keeps the ghosts away.

Check out the accompanying video HERE.