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Recruiting is a two-way street: there’s the candidate that’s interested in the company, and the company that’s interested in the candidate. As a recruiter, you’re the bridge between the two. Unfortunately, recruiters have a ton of responsibilities. It can be easy to find yourself accidentally ghosting candidates because you’re balancing schedules, tracking down missing interviewers, etc.—you know how it goes.
However, ghosting candidates will do more than just burn that one candidate. It’ll significantly harm your company’s brand. In today’s competitive job market, you don’t want to take any risk of turning away top talent.
Here are three ways recruiters can put an end to ghosting candidates.
1. Keep Consistent Communication
The same way that this helps prevent a candidate from ghosting you, a consistent communication plan prevents you from ghosting a candidate.
A core part of cultivating a strong candidate relationship is keeping the candidate informed about the status of their application, when their next interview will occur, and if they didn’t make it through the process. These touchpoints are all part of a great communication plan.
While some companies might have policies in place to make sure their recruiters are reaching out in a timely manner and keeping that connection with candidates, if your company doesn’t, it’s really up to you and your team to follow up and make communication a priority.
A great way to cut through the noise of interview reminders, candidate follow-ups, and interview prep is by leveraging the different tools you have in your recruiting tech stack. Which brings us to our next tip:
2. Leverage Your Recruiting Tech Stack
You have a ton of responsibilities. Unfortunately, cloning yourself isn’t possible, and there’s just no way for you to track down interviewers while also communicating with candidates.
Luckily, there are a lot of tools out there to automate different aspects of candidate communication. One of these tools is a Meeting Optimization Engine.
A Meeting Optimization Engine automates scheduling to free up your time to focus on candidate-centric tasks. Not only that, but it also sends out automated reminders to candidates and interviewers about their upcoming interview.
This means that you can spend more time prepping candidates, giving feedback, and making sure your company is represented well.
3. Load Balancing
Sometimes, candidates get ghosted simply because there’s just too much on your plate to get back to everyone. That’s where load balancing comes in.
Load balancing is an integral part of any recruiting team, but it can be difficult to put into practice. After all, a heavy load for one recruiter might not be as heavy for another. It also depends on the reqs that each recruiter is trying to fill. Some are just more involved than others.
As a team, it’s important to have weekly check-ins to make sure that no one recruiter feels overwhelmed while others are twiddling their thumbs.
No recruiter means to ghost candidates, and the bad news is that it happens. The good news, however, is that there are processes and tools you can leverage to make sure that ghosting candidates is a thing of the past.
Ready to Level up Your Connections With Candidates?
Time’s up for interviews full of scheduling headaches. It’s time for candidate-centered, connection-driven interviews instead.
To read more about how to make that happen for your team, download our eBook, Five Steps to Hiring Top Talent at Scale.
