Ghosting No More: Tips to Improve Candidate Communication and Experience

In today's competitive talent market, candidates have more choices than ever.  One of the quickest ways to damage your employer brand and lose out on top talent is through poor communication. "Ghosting" candidates – disappearing without updates or feedback – is a widespread problem that leaves a negative impression and can harm your company's reputation. Now, let's pause here for a second...when most hiring managers hear "ghosting", they think it refers to candidates ghosting them. The reality is it goes both ways and causes more harm than you may know.

This blog post provides actionable strategies to improve candidate communication and create a positive experience.

The High Cost of Ghosting a Candidate

• Damaged Employer Brand: Candidates talk. Negative experiences spread quickly on social media and review sites, making it harder to attract future applicants.

• Lost Talent: Top candidates who feel disrespected are likely to accept offers from companies that value communication.

• Reduced Productivity: A negative candidate experience can demotivate current employees and decrease overall productivity.

• Legal Risks: In some cases, poor communication could even lead to legal issues if it's perceived as discriminatory or unfair.

Strategies for Better Candidate Communication that Goes BOTH WAYS

1. Set Clear Expectations from the Start:

   • Outline your hiring process timeline in the job description and initial communications.

   • Inform candidates about the expected communication frequency and methods.

2. Acknowledge All Applications:

   • Send an automated email confirming receipt of the application.

   • If possible, provide a realistic timeframe for when they can expect to hear back.

3. Provide Timely Updates:

   • Keep candidates informed of their status at each stage of the hiring process (e.g., application review, interview scheduling, decision-making).

   • Even if there's no update, a brief check-in is better than silence.

4. Be Transparent and Honest:

   • If there are delays in the process, communicate them promptly and explain the reasons.

   • If a candidate is no longer being considered, provide clear and constructive feedback (if possible) and a polite rejection.

5. Personalize Communication:

   • Avoid generic, impersonal emails.

   • Address candidates by name and tailor your messages to their specific situation.

6. Offer Multiple Communication Channels:

   • Provide options for candidates to contact you with questions (e.g., email, phone).

   • Respond to inquiries promptly.

7. Seek Feedback from Candidates:

   • Ask candidates about their experience with your hiring process and identify areas for improvement.

   • Use this feedback to refine your communication strategy.

8. Use Technology to Your Advantage:

   • Applicant Tracking Systems (ATS) can automate some communication, but don't rely on them entirely.

   • Use templates for common communications, but personalize them before sending.

9. Train Your Hiring Team:

   • Ensure everyone involved in the hiring process understands the importance of respectful and timely communication.

   • Provide training on best practices for candidate communication.

The Benefits of Good Communication

• Attract Top Talent: A positive candidate experience enhances your employer brand and makes your company more attractive to high-quality applicants.

• Build a Stronger Reputation: Respectful and transparent communication builds trust and strengthens your company's reputation in the industry.

• Improve Efficiency: Clear communication reduces misunderstandings and streamlines the hiring process, saving time and resources.

• Increase Employee Morale: When employees see that the company values candidates, it reinforces a positive work environment.

By prioritizing clear, consistent, and respectful communication, hiring managers can eliminate ghosting, improve the candidate experience, and ultimately build a stronger, more successful organization.