In 2018, a few interesting trends are leaving their mark on the job market. For example, unemployment numbers are low, and managers appear to be hiring. But at the same time, many of the “jobs” on offer are not full-time jobs that pay a competitive market wage. These roles are often part-time or contingency positions, which is great news for candidates and employers who seek flexible, easy-come-easy-go relationships. But it’s not so great for managers who need reliable, dedicated candidates who show up on time…or at all.
“Ghosting”, the act of simply exiting the relationship with no warning and no notice, appears to be on the rise. Candidates in 2018 are more likely to walk out of interviews, not show up, or accept job offers and then fail to appear on the scheduled start date. To managers, this behavior can seem rude and odd. But to candidates, it may simply be a natural side-effect of weakening commitments between employee and employer. Regardless of the reasons, the trend is on the rise. Here’s how to keep it from happening to you.
Keep candidates close.
If you review resume and decide to schedule an interview, do it quickly. If you like the interview, let the candidate know. If you need two weeks to make a decision, keep the candidate informed. If two weeks become three, send the candidate a message. Keep them in the loop, and if you experience a delay, explain and provide updates.
Treat others as you’d like to be treated.
Don’t want to be ghosted? Don’t ghost your candidates. Respond to all resume submissions with a form letter at a minimum. Thank every candidate who attends an interview. And always provide closure and a yes-or-no answer after you make your decision. Don’t just disappear. Your reputation on this point will precede you.
Respect the position.
If you want your candidates to take the position and the offer seriously, demonstrate the same attitude. If you don’t seem to care about this job and you plan to offer a low salary, no benefits, and very little in return for this person’s labor, don’t expect reverence on the candidate’s part. If they feel like showing up, they will. If not, who cares? Respect yourself, your company, your time, and the candidates who respect you enough to apply.
Don’t drop the façade once the papers are signed.
Too often, hiring managers radiate warmth and smiles until the offer is accepted. Then they treat their new employees like cattle. Don’t do this. Under at-will agreements, employees aren’t obligated to stay on board a single minute longer than they choose. If your relationship sours after one week, expect the candidate to be gone by week two. Again: In order to get respect, give respect first.
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For more on how to attract and retain talented team members, contact the team at the ACCENT Hiring Group.