Ghosting is on the rise in mining recruitment. Let's take a look at what recruiters can do to prevent it.
Across the recruitment world, “ghosting” is on the rise.
What was once a phenomenon just for online dating and friends skipping out on their round at the bar has crept into our industry — with candidates often just disappearing part way through the recruitment process, without so much as a word.
It’s a trend hitting candidate short markets across the world, leaving recruiters and hiring managers on the brink of meltdown.
Where does candidate ghosting come from?
It’s possible the practice of ghosting has developed among younger candidates, who have become used to this kind of behaviour online – after all, saying nothing is an answer in itself. But this doesn’t explain why experienced professionals are adopting the practice, too.
Shortlist (paywall) recently published an article, with contributions from jobs website Indeed, giving some alternative insights. Here are three problems with the recruitment process – and what you, as a professional recruiter, can do about them.
1. The job application process takes too long
We are in the age of technology where everything is done online. If your processes are taking too long (when the majority of internet users don’t even have the patience to wait four seconds for a website to load), you are going to lose people, and you’re going to leave a negative impression.
Today the lines are blurred between your in-person service and the service of your online presence. If these do not match, you will be judged, and how candidates treat you will be based on the weakest of your services.
2. Candidates develop a negative perception if they don’t hear back
Indeed found 77% of candidates develop a negative impression of a company if they don’t hear back on a job application. While this is common practice in many companies, candidates view this as inconsiderate, and at a time when their skills are in demand, they won’t tolerate it.
Again, with the plethora of technology available to improve the candidate experience, responding to candidates is a relatively straightforward courtesy.
3. Candidates don’t know they’re progressing
This is tied to point two and it might seem hard to believe, but sometimes recruiters don’t even let candidates know they’re progressing through the process.
Recruitment is all about relationships and this is particularly true mining recruitment. At a time when the industry is experiencing a skills shortage, it’s vital to let candidates know they’re moving forward in the process. If they don’t hear from you, they’re far more likely to ghost you. They might not even tell you when they’ve found a job somewhere else
FURTHER READING: Providing this one thing could stop staff turnover
Here’s what to do about ‘ghosting’ mining job candidates
The mining industry in Australia is currently candidate short. You may be busy, but when your ideal candidates have a range of mining jobs on offer and you aren’t keeping up the service level expected, you risk losing them without warning or explanation.
Thankfully, if you don’t have the time, you do have specialist recruiters on hand whose job it is to ensure candidates are well informed, engaged in the process, and happy at each step.