Get a Handle on “Ghosting” and Hire the Staff You Need

Recently, its meaning has morphed to include what job seekers sometimes do to employers and recruiters in one of the toughest job markets in years, especially in the hospitality industry.

Finding the perfect candidate for a position is akin to finding a four-leaf clover. The excitement after a prospect nails the interview is a rush. Then emails go unanswered, voicemails are probably not even listened to, and texts just seem to fade into the unacknowledged abyss. As thousands of Gen-Zers don the cap and gown this month and boldly enter the job market, ghosting is an issue that needs to be understood so it can be prevented. What really went wrong here?

The answer is twofold. In this job market, potential employees have expectations. A Monster.com survey found that today’s job seekers’ top priorities are a competitive salary, job security, a true path to advancement, diversity, and work-life balance. If during the interview a position doesn’t seem to check all the candidate’s boxes, the candidate may lose interest and will most likely disappear from the process. From the employer’s point of view, ghosting is rude and unprofessional. The act itself can be seen this way, sure. But the question needs to be asked: How can the overall approach to hiring evolve to excite these new job seekers and keep them engaged in the process, right up to a successful hire?

Transparency and consistency are the key. Answer all questions the interviewee has honestly and promptly. Emphasize the candidate’s strengths and how they would be integral to the business’s success. Showcase the company on social media with “A Day in the Life” videos on TikTok and Instagram. Demonstrate a clear path to advancement. Connect with them on a personal level and find out their long-term career goals.

Another tip to avoid this scenario is to be as responsive as possible during the process. Employers often interview several candidates for a position and only reach out to the ones they will move to the next steps. This leaves someone who thought they crushed it frantically checking their emails and phone for weeks. If these communication expectations aren’t clearly managed in the initial interview, don’t be surprised when the next best management prospect pulls a Casper and *Poof.*

Learn more about Christine DeVita of DeVita and Hancock Hospitality: Restaurant Recruiting Specialists