In 2019, the term "ghosting" wasn't just reserved for dating scenarios. It had permeated the professional sphere, leaving both employers and job seekers perplexed and frustrated. Fast forward to 2023 and Indeed - the world's leading job site - embarked on a comprehensive international study to delve deeper into this phenomenon. What they uncovered shed light on the complexities of ghosting in the hiring process and provided actionable insights for both parties involved.
Indeed's recent survey, conducted by Censuswide, spanned the United States, United Kingdom and Canada, encompassing over 4,500 job seekers and an equal number of employers. The findings paint a vivid picture of the prevalence, causes and consequences of ghosting in the global job market.
One striking revelation from the research is the universality of ghosting across demographics. Contrary to initial assumptions, all age groups and backgrounds were found to engage in this behaviour. From entry-level applicants to seasoned professionals, ghosting transcends boundaries, highlighting its significance as a widespread issue requiring attention.
While the reasons for ghosting varied, a common thread emerged: dissatisfaction with the hiring process. Lengthy recruitment timelines, lack of communication and opaque procedures were cited as primary catalysts for candidates' disappearance. Employers, too, expressed frustration, with many acknowledging the negative impact of ghosting on their recruitment efforts and overall business operations.
In the UK, the sentiment toward ghosting is particularly pronounced. Both employers and job seekers unanimously agree that it is unacceptable behaviour during the hiring process. However, despite this shared stance, ghosting remains prevalent, indicating a misalignment between perception and action.
For UK-based employers, the consequences of ghosting are tangible. Recruiter burnout, exacerbated by the additional workload resulting from candidate dropouts, is a significant concern. Moreover, the lack of accountability among job seekers who ghost poses challenges in maintaining a reliable talent pipeline.
To address the issue, both employers and job seekers in the UK advocate for concrete measures. For employers, streamlining the hiring process and enhancing communication emerge as key priorities. On the other hand, job seekers emphasize the importance of competitive compensation and transparent benefits to sustain their engagement throughout the recruitment journey.
Interestingly, a notable fraction of job seekers admitted to ghosting after uncovering negative information about prospective employers. This underscores the significance of employer branding and reputation management in today's competitive job market.
Indeed's research highlights the need for proactive measures to mitigate the prevalence of ghosting in hiring. By fostering transparency, improving communication, and prioritising candidate experience, employers can cultivate stronger relationships with potential hires and minimize the likelihood of ghosting incidents.
