The Great Resignation is still going strong, and though HR personnel and employers are trying their best to turn it into the Great Rehire or the Great Reevaluation, it is difficult. As an HR personnel, you might have been guilty of ghosting a potential candidate yourself. Now that the tables have turned in the Great Resignation, you might have realized that it was a mistake.
However, guilt and regret can only help so much. You cannot chase after candidates who have made up their mind to not work with you. However, you can tweak the hiring process to minimize the issue for future. Let’s take a look at some of the ways that can help you reduce ghosting by potential candidates:
Value the Time of Potential Candidates
Time is essential for everyone. If a candidate makes the time to apply at your organization, they have already put in some effort. However, many employers and HR personnel don’t value an individual’s time until they are sure that they will bring them some value. They show up late at the scheduled interviews, make the candidates late, and don’t reply to their queries before the interview.
In short, you cannot expect a potential candidate to keep investing time in your organization’s vacant position when you cannot value their time. It’s only natural for candidates to believe that their time and efforts will not be acknowledged as employees when their time and efforts are not acknowledged as potential candidates.
HR personnel can reduce ghosting by potential candidates by valuing their time and effort. Employees need to know they are making the right call from the first interview to the onboarding and training by joining your organization. Don’t give them a reason to doubt their decision. If you want them to show up on time, you need to show up on time too.
Write Detailed Job Vacancies
As an HR personnel or employer, you might be trying to fill in too many vacancies at once. Whether your busy schedule is due to the Great Resignation or otherwise, you can still reduce ghosting by potential candidates by writing detailed job ads. Detailed job ads reduce the need for candidates to ask you too many questions.
Moreover, a detailed job ad and a streamlined hiring process make it easier for potential candidates to know their chances of getting the job. Besides attracting many potential candidates, a detailed job ad can also help reduce ghosting by potential candidates as they would be willing to exercise more patience to get the job.
Offer Good Pay and Benefits
The primary cause of the Great Resignation is the exploitation of workers by the organizations. The high-profit margins, low worker wages, and useless employee benefits could have only lasted this long.
As an HR personnel, you can encourage employers to offer fair and attractive pay and working conditions for all potential candidates. Adding the attractive pay in the job ad can also help attract more potential candidates.
Last but not least, it might be helpful to remember that the Great Resignation is happening for several reasons. Approving employees’ demands and treating potential candidates correctly is the only real solution for organizations to end it and stay in business.
