Employers are now ‘ghosting’ Applicants in the tight labor market – and it’s not all bad | Gene Marks

WI know it’s coming. The practice of “ghosting” has taken a 180 degree turn. Until now, many job candidates in this extremely tight labor market may not have received an interview – or even a job offer – and then ghosted the company that recruited them by simply not showing up. Now, new data from job platform Glassdoor has found that a similar number of employers are doing the same.

According to Glassdoor’s chief economist, more job seekers have reported ghosting by employers since the start of the pandemic. “The share of interview reviews that mention ghosts has almost doubled (+98%) since February ’20,” he wrote in Twitter post. “In January 2019, approximately 1.25% of interview reviews mentioned ghosting and that percentage has increased over the past two and a half years to more than double that number.”

None of this should come as a big surprise. The economy is clearly facing headwinds.

The tech industry has lost tens of thousands of jobs with such companies Microsoft and Salesforce recently announcing layoffs, which followed a similar move by big names like Netflix, TikTok, Cameo, Shopify and Lyft. The big firms in real estate, such as Compass and Redfinhas shed thousands of workers thanks to the tanking housing market.

Many firms in financial services and mortgage industry which lay off workers, and big investment banks like Goldman Sachs and JPMorgan chased going in the same direction. The healthcare industry is retracting, and the retail industry is bracing for the holiday season Walmart and Amazon have dropped or frozen their holiday hiring plans. big brands like Gap, Peloton, Wayfair and 7-Eleven has cut thousands of jobs in the past few months. And that’s not even included countless companies which eliminates jobs and technology.

The tide is clearly changing and employers of all sizes can be pickier about the people they hire. So, like all the candidates who ghosted them, now the employer is doing the ghosting. Ugh, right? But maybe that’s a good thing.

Regardless of who does it, “ghosting” is a despicable, selfish, irresponsible and unprofessional practice. And the practice says more about a person – and an organization – than the number of interviews, job references, and job skills and screening tests. Agree to accept or extend a project offer, or even an interview, and then just disappear without a word is probably one of the most lily-livered, unprofessional things a company or person can do in a professional environment.

Who wants to hire someone who behaves like this? If that person can’t grow up and tell the recruiter that they are facing changes in their plans, then how can they handle the same situation with customers and suppliers, where plans and promises are always passed down?

And what if the company behaves this way? This is living up to their so-called “mission statement”? Do you believe that they are “making the world a better place”, “creating value” or “building a sustainable future” as they say in their corporate propaganda? If an organization treats its candidates in such a way, how should it treat its employees? The shareholders? The customer? How transparent is this company in times of financial stress? What other corners are cut in the product and the product?

Forget about AI-based video platforms, talent acquisition tools and workflow-driven recruitment software. Employers can read all résumés and talk to all references they want. Job candidates can read all company news and reviews about the company. No one holds a candle to whether a person or company is a ghost. Ghosting says it all.

This is why I appreciate a tweet from a Glassdoor economist. But not enough. I would like to see his company – and its competitors like Monster and Indeed – provide the company’s customers and job candidates with more detailed data about their respective ghost activities. I can’t think of any better information for a candidate or employer to use when making a hiring decision.

As an employer I find it difficult to hire people based on their résumé, awkward interviews and a few canned references. To me, it’s always nothing more than an educated guess as to how that person will act and what kind of person they are. If there is a candidate for my ghost, I will not be angry. I am grateful. That candidate has helped me. And if my company’s values ​​are such that I don’t find it a problem to dream of a job candidate, then I also welcome that person.

Leave a Reply

Your email address will not be published. Required fields are marked *