10 Reasons Top Candidates are Left in the Dark

Does this sound Familiar?

Have you ever been ghosted by an employer? How many of us out there prepare for the interview, do all the right things, and experience the signature comment from the hiring manager, “you should hear back from us by the end of the week?” You get off the phone, and “high-five” yourself knowing you are probably going further through the interview process, and you might just get the job!

In your excitement you contact your friends and family about how fantastic you felt the interview went and repeat the hiring managers words of hearing back.

And, lastly, you email the hiring manager thanking them and include a few accomplishments summarizing the interview and your excitement about the opportunities ahead and how you are looking forward to moving forward through the interview process.

Now you wait…and wait… and wait. The end of the week is here and gone and no contact from the company or hiring manager. Are you beginning to question integrity? Nah…

You’re still in an optimistic coma, so you say to yourself, “they are so busy”, I am sure I’ll hear something Monday. Monday comes and goes.

Tuesday you send an email to follow no reply.

Wednesday you, contact the hiring manager by phone and leave a message, no return call.

You repeat the process for a few more times, you even contact them through LinkedIn, no response. Sorry, you are being ghosted.

Reasons why Ghosting is Real

Employer ghosting is becoming routine, reasons are mixed. I have read countless posts on this topic on Indeed, LinkedIn, and most recently Glassdoor. So, I decided to research why companies feel it’s ok for hiring managers to lie to a qualified candidate during the interview process (intentionally or unintentionally it’s lying).

I found some of the top 10 reasons why employer ghosting, and although they are reasonable, maybe we can shed more light on the subject and teach companies to train hiring managers better on the interview process (professionally)how to stay consistent, true, and not unintentionally give the company a bad reputation. So, fasten your seatbelts, as we embark on a journey to unravel the ghosting epidemic and pave the way for a more respectful and efficient job hunt and improve the job market.

#1 Lack of Communcation

In today’s fast-paced job market, its crucial employers keep candidates informed throughout the hiring process. However, many employers fail to prioritize clear and timely communication, leaving top candidates feeling neglected and confused.

HEY, hiring manager, you are the employer to the candidate! You are the first impression the candidate has of the company. It doesn’t matter how much research the candidate has done on the company. It’s YOU who is representing YOUR company.

When candidates take the time to submit an application (some companies don’t make it easy with their software), attend the interview (s), and invest a surmountable amount of energy into a potential role, the least they deserve is a transparent and responsive hiring process.

Candidates often find themselves anxiously waiting for updates, only to be met with no communication at all.

This lack of communication can have a detrimental effect on candidate’s overall experience with a company. It sends a message that the employer doesn’t value their time, effort, or interest in the position.

As a result, candidates may develop a negative perception of the company, potentially influencing their decision to not accept an offer if one eventually arrives. Or most likely sharing their experiences on social media, this can hurt a company’s reputation.

Moreover, the absence of communication leaves candidates in limbo on many levels.

And I just can’t say it enough, this leaves the impression the company is unprofessional, and candidates feel frustrated and confused. Without lack of clarity this can lead to significant stress and discomfort for the candidate, tarnishing the employer’s reputation.

Tip

A simple solution is the employer prioritizing effective communication throughout the hiring process. A receipt of acknowledgement of application, providing updates on the status of the application, delivering timely feedback after the interview (even if the candidate isn’t hired). When the position is filled, a simple call or email can go a long way in maintaining a positive experience for the candidate.

#2 Excessive Job Applications

Places like Indeed will show you how many have viewed and applied for a particular posting. I like knowing how popular the job is to others, and I like competition. Platforms like Indeed, LinkedIn, Glassdoor and many others make the process easy.

Few, company websites application process is easy. A candidate can spend anywhere to 15 minutes to 2 hours or more completing the application process on individual websites.

A company does get hit with a lot of applications and recruiters, for sure. When faced with hundreds or even thousands of applications for one position, it’s understandable that employers may struggle to acknowledge receipt of each application timely.

What’s nice is most have automated response…so at least you know the company has received your application. Keeping processes streamlined is important for employers. This reason for employer ghosting unfortunately, can result in a mere accident.

Tip

PRIORITIZATION is the most effective tool to combat this issue. Again, as mentioned before keeping your candidates updated on the processes so as not to cause unnecessary anxiety.

#3 Impersonal Application Process

Oftentimes, candidates are left feeling like just another name on the list, rather than individuals with unique skills and talents, and experiences. This impersonal approach can leave top candidates feeling undervalued and unimportant, which may ultimately lead them to lost interest in the position or seek other opportunities.

When the application process lacks personalization, candidates can struggle to get a clear understanding of where they stand in the hiring process.

In fact, I had a situation where I was ghosted and ended up calling a mutual friend of the hiring manager. This was very unprofessional and lacked leadership judgement on the part of the hiring manager. Not to mention put my friend in a bad position. A simple call back would have been more effective and respect for the hiring manager and the company would have stayed intact.

Tip

Furthermore, improved communication throughout the entire hiring process is crucial. Hiring managers should show the same humanistic respect for candidates as expected.

#4 Overwhelming Interview Process

Born into royalty is easier than a job interview.

Some employers make the process so difficult, that during some point candidates may think to themselves, “is this worth it?” Navigating a multi-step process can be both mentally and emotionally exhausting. And in fact, in some cases physically taxing. Candidates invest a significant amount of time and effort preparing for an interview, only to be left in the dark.

Let’s analyze this… the problem really lies in a lack of respect for the company and a lack of respect and consideration for the candidate’s experience during this important time. And the hiring manager taking their job for granted and giving no regard to others.

Hiring managers forget the candidate is interviewing them and the company too and whether they envision themselves working there. The interview process should be a platform for mutual exploration, where candidates have an opportunity to showcase not only their skills and talents, but also who they are as a person, how their personality could fit well into the organization, and to learn more about the culture of the company.

Tip

Addressing the overwhelming interview process and eliminate ghosting from a hiring manager, employers must strive for clarity and empathy. Set clear expectations, and a more manageable process, which will create an atmosphere in which candidates can present their best selves and make candidates feel more valued.

#5 Unprofessional Behavior

One aspect of unprofessional behavior is lack of communication which seems to be the theme of this article, in a competitive job market, candidates can go elsewhere. When employers fail to respond to candidate’s inquiries or provide updates whether they are good or bad, it sends a very clear message that their time and efforts aren’t valued. This could lead to employers getting more unqualified applicants than qualified.

Another form is the employer not delivering on commitment. This could be something as simple as saying, “I will call you back on Friday.”. Not honoring commitments or giving specific timelines, undermines an employer’s credibility and trustworthiness. When candidates are left hanging without any follow-up or feedback, it leaves a negative impression about the company. Hint: We’re all adults, we can handle professional feedback.

Furthermore, unprofessional behavior can also manifest in disrespectful treatment during the interview process. Candidates who encounter rude or dismissive behavior from interviewers or hiring managers are more likely to disengage. This type of behavior erodes the employer’s reputation, soon enough, the employers have HR running a PR campaign on social media to combat the negativity. As an example, during one interview I was sharing my volunteer work, and sarcastically the hiring manager who was on ZOOM, in a graphic tee, shorts, and flip flops asked me, “do you have time to work?” Hint: Employers…unprofessional behavior.

Tip

By fostering clear communication, honoring commitments, and treating candidates respectfully, employers reduce the likelihood of being ghosted themselves with top candidates. An employer must adapt the mindset of professionalism.

#6 Competitive Job Market

In highly competitive job markets and in certain industries where talented candidates have options and preferences, it is imperative for employers to conduct themselves with professionalism. In fact, go beyond simply reviewing the resume and conducting the interviews.

Candidates are constantly being courted by multiple employers. Candidates do have other choices and they are actively seeking an organization that will align with their values and priorities. Employers should realize that they are not the only one, making decisions.

Consequences

When employers fail to recognize that the candidate is also interviewing them in a competitive market and shows little value to the candidate, it can and will breed a low qualified applicant rate.

#7 Unqualified Interviewer

In a fiercely competitive job market, where top talent is in high demand, there are those who should NEVER interview the candidate. They unfortunately, may actually lack the necessary soft skills, training, or clear understanding of the role they are playing in the hiring process. This could include department employees, HR employees, and yes, the hiring manager.

In fact, unqualified interviewers may not have the ability to effectively assess a candidate’s qualifications, skills, and fit for the role.

Not everyone is a good fit for the job…we know this but, give the candidate at least a chance to interview with qualified interviewers.

Also, a good candidate can be interviewed and be a great fit, but the employer wouldn’t know this, because of an unqualified interviewer. Ultimately, this not only hinders the company’s ability to attract and retain top talent but also contributes to the perpetuation of ghosting.

Tip

Employers…train your employees on how to effectively conduct interviews, the entire company. As much as candidates want feedback an employer should want feedback as well on their hiring processes.

#8 Inefficient Hiring Processes

I have mentioned this one before, but I’ll say it in a different way.

Some employers don’t make it easy to apply, a resume is enough to get started. If a candidate gets an offer, have them complete the company required application then.

Consequences

An employer’s failure to realize their own processes are keeping top candidates away, well is just a travesty. The hiring process should not drag out for 2 to 3 months.

Streamlined and well-executed processes go a long way. I love reading the hiring process on company websites, those are the companies that figured it out and ones you want to work for! Set the stage for success for all involved. Candidates move on, and they will share their experience with others.

#9 Lack of Candidate Feedback

Candidates rarely ever get feedback from employer’s if they were not the chosen candidate for the job.

It’s so important for employers to leave candidates feeling that their time mattered. The lack of feedback not only frustrates the candidate but also leaves a distrusting feeling about the company and the hiring process.

Candidates put in the time and effort to apply for the job, go through the multiple rounds of interviews, (if they get this far), and even complete assessments or required assignments. They deserve to receive feedback on their performance.

Again, leaving candidates in the dark, only looks bad for the employer. ALL candidates deserve to receive insight to how their interview went.

Furthermore, if a candidate consistently experiences a lack of feedback from employers, they may become less motivated to invest their time and energy into future applications. This will significantly impact the job market, decrease the pool of qualified candidates, and making the RIGHT person for the job, not apply at all.

Less face it, the lack of candidate feedback reflects poorly on the employer’s reputation and the employer’s reputation is the BRAND. Companies don’t need CEO’s as much as they need A BEO (Brand Executive Officer).

I could name countless companies where I never received any feedback. I’ll admit, I felt deflated. But resiliency will always win out. Plus, I know it wasn’t a reflection on me. What it DID also tell me, those companies were not where I needed to work. A lot of candidates are tuning into this employer ghosting and it’s hurting the labor market and hurting great companies.

The final reason is a BIG ONE and one that packs the heaviest punch…

#10 Negative Employer Reputation

This is the most detrimental to both the candidate and the and the employer.

Lack of feedback on anything leaves mixed feelings and can really leave a bad taste in your mouth.

Professionally speaking, candidates feel undervalued, disrespected, and frustrated, which could have a long-lasting effect on their perception of the company.

Candidates who experience ghosting, will share this on social media.

Job seekers turn to LinkedIn, Glassdoor, Indeed, and others as resources. People air out their frustrations and warn others of their negative experiences and company failures during the interview process.

The negative employer reputation syndrome CAN and WILL damage an employer’s reputation, the BRAND. It will deter top candidates for applying for the position, then it could take months to fill the position.

Companies that consistently fail their candidates are failing their company too, bottom-line. There should be no room for employer ghosting in any company!

There should be no red flags during the hiring process. It will deter highly qualified candidates from considering applying with the company, and they will seek employment elsewhere.

People want to work for organizations who value communication. Treat their employees with respect, and a negative reputation sends the opposite message.

Let me ask you this…don’t you want the same treatment if you were looking for a job?

Conclusion

It’s time for employers to STOP ghosting candidates, they work hard to impress you.

Maya Angelou, once said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

Employers have the ability to make lasting impactful impression on people. By:

• Communicating honestly and effectively
• A streamlined hiring process
• Quality interviewers
• Candidate feedback and candidates need for followup feedback
• Main professionalism throughout the process
• Showing compassion

Hey, the candidate is looking to work for YOUR company. Bring your best people to interview your candidates. Level up to your own company’s mission statement & philosophy.

Value all who come knocking.

Let’s chat soon!