Halloween: Recruitment Horror Stories

A Halloween horror story indeed – the full extent of ghosting in recruitment revealed 

Ghosting is a term used to describe someone suddenly withdrawing from communication without explanation. The term “ghosting” has been increasingly more common in regards to the recruitment process. However, ghosting takes place both from the perspective of the candidate and the employer.

Recruitment Horror Stories: 6 Hiring Horror Stories

The Candidate Who Ghosted

We identified an impressive candidate who had worked for one of the most reputable think tanks in the country. He did well in the interviews and the organization made him a great offer. He accepted and they agreed on a start date three weeks out.

We’ve all heard of candidates ‘ghosting’ on their recruiter, one moment they’re excited about a new opportunity and keen to get to interview, next minute they’ve vanished from the face of the earth! But is this the scariest scenario that recruiters face?

Low ball offers to highly skilled candidates.

The reason why low-ball offers are bad is because when Employer decide to pay employees below their worth, you risk facing low performance, a negative attitude, and wasted time. Sadly, there also seems to be a misalignment between the Employee Value Proposition (EVP) and how the client and candidate perceive this. Some of the worst offenders of making low-ball offers have a poor – or even non-existent EVP and this puts them in an even poorer position to attract talent.

Candidate is not prepared for the interview

After weeks of interviewing subpar candidates, you were dazzled when this employee’s seemingly flawless resume crossed your desk. The weeks of searching for a qualified candidate were over! But your euphoria quickly wore off once you realized what had looked like a heavy-hitter on paper was really a lightweight that lacked the muscle to get the job done.

Hiring Manager Ghosted

Someone sees an attractive job advert, they tailor their CV and craft a letter selling their qualities and boom, it’s a match. The candidate spends time chatting to the recruiter on the phone, buys a new outfit and maybe even meets over coffee. They face the boss, meet the team and get an invite to meet for the final time to discuss an offer that will change the path of their career for the foreseeable future. You can imagine how they feel when they hear nothing back. Hours wasted, transport fees lost and let’s not forget that outfit that will hang in the closet of a reminder yet another horror story.

The hiring manager took weeks to review candidates and invite them to interview so they have already all accepted offers elsewhere.

The speed and urgency for filling a position differs between employers. Some companies fill positions quickly and others slowly. Research has shown that the average time it takes for people to receive feedback after an interview varies:

  • 44% get feedback from the employer within a few weeks of applying
  • 37% get feedback within one week of applying
  • Less than 4% get feedback within a day
  • The average response time after an interview is 24 business days.

Toxic work cultures that focus on recruitment and not retention.

Hiring is so difficult is that retention has become tough: Companies hire from their competitors and vice versa, so they have to keep replacing people who leave. The most common reason employees consider a position elsewhere is career advancement—which is surely related to employers’ not promoting to fill vacancies.

The root cause of most hiring, therefore, is drastically poor retention.

Is your recruitment process haunted by ghosting?

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