How To Avoid Ghosting Candidates After The Interview

Ghosting isn’t just for haunted houses and seances…

Ghosting also happens to companies and candidates in the interview process!

If you’ve experienced dating in the 21st Century, chances are you’ve been “ghosted”…I mean, you’ve had a friend who’s been ghosted… YOU are super cool and haven’t ever experienced heartbreak…duh.

Ghosting cuts out the classic, “It’s not you, it’s me…” convo; instead opting for complete radio silence. Leaving the other party wondering why things didn’t work out, and how to improve in the future.

Not ideal, right?

Yet, the practice seems to be crossing over into the business world.

2 Reasons Why You Shouldn’t Ghost Candidates

You shouldn’t be professionally ghosting candidates for two simple reasons.

• Reputation Management
• Maintaining Positive Candidate Relationships

Post-interview, we are seeing more and more candidates left in the dark. And, we’re here to say, “Not cool!” If the candidate is cut in the early rounds of the hiring process, then this may not be an issue. But when the candidate has successfully jumped through the rings and made it to the final rounds of the process, giving them an explanation for their downfall can be the considerate (adult) thing to do. Not only does it provide important information to the candidate, but it can “save face” for your company down the line.

Reaching out to interviewees after an unsuccessful interview, not only helps the candidate understand how to improve, but helps your company maintain positive relationships in the long-run. Although the candidate you interviewed may not have been the best fit for any current open positions, they may be an excellent choice for a position which opens up down the road. Leaving relations with candidates on good terms helps your company’s reputation remain intact.

Why Do Companies Ghost Candidates?

We understand that ghosting does happen for a number of reasons like

• Legal concerns: Companies may fear opening themselves up to legal allegations or HR problems if they give candidates specific feedback.
• Company policies: Some companies have policies in place that prohibit hiring managers from giving specific feedback to candidates.
• Candidate preference: Not all candidates want to receive feedback. Candidates who are let go early in the interviewing process may not require as much explanation.

The candidates that make it into the final rounds, however, may be owed a bit more of an explanation. Sure, you probably shouldn’t tell them they arrived looking like a Britney Spears’ backup dancer or that you would’ve rather interviewed a brick wall, but there are tactful ways of delivering feedback that even HR can get behind.

So, how do you deliver candidate feedback in an easy-to-use format?

Here’s a quick breakdown:

1. 1. Thank your job candidate for their interest in your company. Let them know that you appreciate the time they took to apply and go to the interview.
   2. Compliment the candidate. State that the candidate does have strong skills, experience or qualifications, and maybe explain why they would be a good fit in your company.
   3. Then get to the point. Explain clearly why you’re not able to make a job offer. Use phrases such as, “We’re seeking a candidate who has more experience in {insert specific skill or trade here}”. Try not to be too negative; it’s hard enough for the candidate to hear the news about the job offer without feeling you are picking them apart. And most importantly, don’t be discriminatory, when it comes to interviewing or hiring candidates.
   4. Respond Promptly. If the candidate has questions or inquiries, make sure you respond to them promptly and on a professional level. Be sure you follow company policies on communicating with applicants. They’ll be likely to reapply with your company if they receive all the necessary information, so never burn your bridges.
   5. Wish the candidate well. Wishing the best for their future efforts shows that you have respect for them.
   6. Create a template. If you have to turn down many candidates, it’s best to use the same rejection letter for each one.

Now, take a deep breath. Remember, karma is real–especially in the age of Glassdoor, LinkedIn, and Yelp.

Just as you might have let down George the “not-so-tall drink of water” you once dated, it’s time to own up to communicating with candidates.

Create Clear Candidate Communications With Us

At the end of the day, if you have enough time to interview, you should also be carving out enough time to adequately communicate with all candidates. And, if you’re really struggling with candidate communication, then contact us and give RNG a call. We’ll handle it all for you and help you #findyourRoute to successful career placements within your organizations.