It’s downright frustrating when an applicant doesn’t show up for their contract signing or first day of work. Has this ever happened to you?

Ghosting is an emerging issue in the staffing scene and is likely to get worse as more candidates believe it’s reasonable to disappear on a recruiting employer without explanation.

The virtual job market is hot so a labour shortage means seekers can afford to be choosy. Already, a huge percentage of workers are backing out from positions after having said yes.

This can be a problem if you’ve taken down your job ad and stopped all hiring efforts because you thought you’ve found the one. Meaning, you’ll start over from scratch if your candidate ghosts you.

Ghostbusting Tips

To prevent your top candidates from disappearing on you, you’ll need to adopt strategies to keep them engaged throughout the recruitment process. Have a look at the tips to get your potential hire to sign on the dotted line and turn up for their job:

Be honest and accurate

When selling a role to applicants, make sure that you aren’t misleading or over-promising to them. They may feel that what’s said on the advert doesn’t match what’s in the interview or on the contract.

The contrast between their expectations versus the reality can lead to ghosting. So, write listings clearly (i.e. appealing without exaggerating the benefits). Be specific and include any training and team activities offered.

Keep them posted for updates

Most candidates will apply to more than one company so you won’t be the only employer they’re interested in. If they don’t hear from you for days at a time, they’ll likely look elsewhere and opt for the one who gives an offer first.

So make sure you respect their time and don’t leave them hanging. Let them know where they are in the recruitment process, be it for a second interview or an exam.

Encourage their enquiries

Your top candidates have numerous options so they’ll likely have things they’d like to ask about the job and your company. Regardless of how busy you may be, make them feel like you’re open to their questions.

Avoid making them feel that they always have to wait for you to contact them first. Respond within 24 hours, especially when dealing with top-priority candidates.

Build a strong brand

This goes beyond colour palettes, logos and articles but encompasses the essence of who you are as an employer. Your brand must showcase the culture of your organisation and tick the right boxes for the talent you want.

Because of this, you should know the personas you want to attract, so that your message will be built around what they wish to hear. If you’re a great match in terms of benefits, culture and role, a top candidate wouldn’t be able to say no.

Make interviewing flexible

Many professionals are looking for a new role while juggling a full-time position and personal life. See to it that the interview process is convenient by giving them more control over the scheduling.

There are plenty of software (e.g. Calendly) that enable them to choose a day and time that work best for them. Rescheduling using these tools is also easy and keeps you informed of the changes.

Personalise the experience

Never underestimate the impact of a custom message for your chosen candidates. Mention their name in the emails you send rather than going for the canned kind. Make them feel special and not just another prospective hire.

What this does is warm them up to you, which works in your favour if they really do get employed. You’ll have established a bond with them and will be less apprehensive on their first day of work.

Gather and check data

This may be the time for you to take a data-driven approach towards recruitment. If ghosting has been a recurring problem for you, identify when and why it has happened.

You may not be able to conduct a survey right away, but ghost candidates might be willing to share their reasons after some time – like a month or so. Once you learn the causes, determine solutions to match each one.

Choose better sources

Turn to places where you have preexisting relationships with talents, such as employee referrals or agency endorsements.

Remote Workmate and similar firms only recommend remote assistants who are qualified and meet your specific requirements. We’re your safest bet when it comes to finding potential hires who are likely to stay with your company.

Final Thoughts

Completely eliminating the risk of being ghosted by a candidate isn’t possible. Even after doing everything suggested above, they may still cut off all communication for no obvious reason.

But following the tips we’ve listed should help you build positive relationships with candidates and reduce the chances of them disappearing.

Remote Workmate can help you in finding the most suitable candidate for your remote job vacancy. Our talent pool is comprised of qualified and experienced professionals. Should we not have someone readily available for endorsement, we’ll post adverts and perform the initial screening for you.