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How Prevalent Is Job Ghosting? We Find Out.

A poll conducted by Indeed confirmed what every job seeker, recruiter and human resources manager has long suspected: job ghosting has become a standard practice in the hiring process. It was once believed that only job seekers ghosted companies before the onset of Covid-19 in March 2020, however, a study conducted by Indeed found that employers are now ghosting job seekers too.

At some point in their working lives, every company and individual may have experienced job ghosting. Ghosting at work is a widespread practice that can lead to a variety of issues. When people ghost their employer, it causes miscommunication and makes it difficult to keep the business running smoothly.

What is ghosting in the workplace?

The most common instance of ghosting occurs following a job interview. When a candidate is in the process of being selected, he or she may disappear and completely avoid speaking with the recruiter.

Candidates may cease responding to emails and phone calls, which could lead to more issues. Companies are left without talent and must consider additional individuals who have not yet been considered in the hiring process.

New employees may even leave their jobs after the first day, a practice known as job ghosting. They just do not appear, and the businesses are left with difficulties.

ghosting in the workplace

If you are an employer who keeps getting ghosted by candidates, you may think about some changes to improve your hiring process and increase the acceptance of new hires.

Why do people ghost?

People usually ghost when they have more than one job offer. If they apply for positions in more than one company, they can accept the multiple interviews and choose where to go after the interview. They can consider many options and accept the best offer. This typically means they don’t contact the other employers and don’t respond to emails or calls.

Employees aren’t the only ones who ghost their jobs. It’s also something that employers do. HR managers may cease to respond to emails, and communication may worsen as a result. They do not let the candidates know about their actual situation, which can cause them to get confused.

Job ghosting among employers is high when the unemployment rate is high. HR managers have  large number of candidates to pick from when it comes to job applications. This leads to unanswered emails and many misunderstandings along the way. 

According to a Robert Half survey, 44% of respondents that became job ghosters because they got a better offer from another company. At the same time, there are 27% of ghosters who got a stimulating offer from their current employer, and 19% of job ghosters said that they heard bad stuff about the company that offered them a job. This makes us think that there are always reasons for ghosting at work that are connected to better job opportunities and better conditions in the workplace. 

Why do I keep getting ghosted?

If you are an employer who keeps getting ghosted by candidates, you may think about some changes to improve your hiring process and increase the acceptance of new hires. You should avoid bad communication during the interviews, and you should try to be honest with the people who come to the interviews. 

Don’t portray your organization in a negative light, and don’t make the task seem easier than it is. Keep things as simple as possible.

On the other hand, if you are a worker who gets ghosted at work, try to be clear with your expectations. Show up to the interview on time, and speak about your skills in a realistic way. By applying these rules, you minimize the chances of getting ghosted at work, and you improve your chances to get hired. 

Job ghosting in the workplace is a bad thing for both companies and job seekers. It leaves a bad impression when someone ghosts you, and that is why both sides need to consider their weaknesses and strengths in the early phase of the interview. Only in this manner can we minimize the ghosting at work and create better working environments. 

Diana Coker
Diana Coker is a staff writer at The HR Digest, based in New York. She also reports for brands like Technowize. Diana covers HR news, corporate culture, employee benefits, compensation, and leadership. She loves writing HR success stories of individuals who inspire the world. She’s keen on political science and entertains her readers by covering usual workplace tactics.

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