According to the latest report from the U.S. Bureau of Labor Statistics, there are now more job openings - 6.6 million as of June 1 - than there are unemployed people - 6.1 million - making job seekers and workers in the driver's seat in today’s market.
This has resulted in no-shows and mysterious disappearances happening nationally across a wide range of industries - known as ghosting.
Many HR professionals and hiring managers are baffled when great job candidates either do not respond to calls, texts and e-mails about a job offer; do not show up to work or - having been hired - walk out without a word, never to be heard from again.
Michelle Madhok, CEO and founder of Shefinds.com - stated:
"Job candidates have been ghosting lately. There was a woman we interviewed several times. She came in, did a presentation and expressed excitement in a follow-up email. I was going to make her an offer, but she vanished. She wouldn't respond to the recruiter either. I don't get it. Just say you are going somewhere else or decided to do something different!"
Eugene Hunt - Principal of At Trevi Communications Inc. in Danvers, Mass. says that managers no longer get too excited when their company receives an e-mail from a well-qualified candidate. He states:
"Now we see every applicant as another move in a game of chance, since the odds are about 1 in 4 that they will go through the process without becoming distracted or disengaged-and disconnect-at some point." He added that:
“….it is a case of a buyer's market … with myriad opportunities and no consequences if you just walk away from an employer or job offer without ever communicating or engaging."
However, management is known to be notorious for ghosting - they tell you that they want to hire you - they want to move fast - and then you never hear from them again. There are many examples of candidates who have applied for jobs, been interviewed and even been asked to write proposals. Once sent, HR is never to be heard from again.
Susan Hosage, SHRM-SCP, Senior Consultant and Executive Coach for OneSource HR Solutions in Wilkes-Barre, Pa. Recruiters commented:
"For years, candidates anxiously awaited responses from employers after meticulously preparing their resumes and cover letters, attending interviews and then-cricket sounds-nothing. Recruiters dodged phone calls and deleted messages from candidates who wanted to know their hiring status. Now, the tables have turned."
Susan Hosage also commented on possible reasons for ghosting by experienced candidates - lack of a sense of loyalty or obligation to the company/ managers or possibly because of a generational trend to avoid conflict. However, she pointed out that:
"Conflict management is a necessary skill in almost any job, since most people don't work with complete autonomy."
Peter Cappelli - Professor of Management and Education at The Wharton School at the University of Pennsylvania and director of the school's Center for HR – said:
"Employers have been ghosting applicants for decades, so I'd say turnabout is fair play.”
He suggested that employers concerned about job candidates ghosting them should give the candidates a deadline to withdraw from consideration. He added:
“……if the problem is you think it's rude - well, now you know how candidates feel."
