For brands
A bad candidate experience can have a detrimental effect on both brands and on those applying to work with them. Let’s take a closer look at the extent of the problem.
Graeme Johnson is Talent Director at media giant Entain
While at Virgin Media, Graeme put a value on the cost of a bad candidate experience at £4.4 million in revenue per year.
“Why would any company that cares about their brand, deliberately ignore someone who has spent time (6.4 hours average) researching, applying, preparing? To try to understand what’s been going on, and why ghosting has become worse, let’s consider the economics of recruitment over the past 18 months.”
Graeme shares his views and advice in the #EndGhosting report.
Paul Hayler, Resourcing Manager, London & Southeastern Railways
“I got into recruitment as a result of a bad experience. Applying for roles and being ghosted inspired me to move into recruitment so I knew how disengaging ghosting can be. I knew from personal experience what it does to a person’s view of a brand, and of themselves. ”
“The experience of the recruitment process is the brand experience itself. It takes time to implement a system to prevent ghosting but once you have it in place, to end ghosting becomes the bare minimum. You can then enhance the experience and strive for better. It has become more than simply not ghosting. I support this campaign because every applicant deserves a response. It’s that simple.”
Read how Southeastern enhances the candidate experience in a long term talent acquisition pool.
Coping with surges in job applications
Ghosting seems inevitable when there are unpredictable surges in job applications. When the pandemic first hit some organisations stopped advertising new roles. But certain sectors went crazy.
In a single week, Tesco processed one million applications. Find out how they handled this phenomenal surge in the report below.
Rachel Dalboth, The FIRM
It is not new news that recruiters manage huge volumes of both vacancies and applicants and that this also means managing a high volume of candidate engagement activities in order to meet the increasing expectations of applicants living in a digital world. We do not believe that this should justify candidate ghosting – ever. We strongly believe that using the right technology, having the right strategies and processes, and investing in the right training for recruiters and hiring managers can make all the difference. It is about working smarter, not harder – putting candidate experience at the absolute heart of everything. As recruiters, we have the power, the passion but also the responsibility, to make every candidate feel valued, and to create a recruitment experience that is remembered for all the right reasons. We pledge to continue to help recruiters do this by supporting, connecting, developing and inspiring them.
Jan Tegze puts a figure on the cost of ghosting
Jan Tegze, author of Full Stack Recruiter, is an experienced recruiter with extensive talent acquisition expertise and demonstrated success in start-ups and fast-growth environments.
He shares his equation for evaluating the financial cost of a bad candidate experience in the free report below.
-
The #EndGhosting report
This report offers impartial, expert opinion, analysis and financial insight to help convince other people in your organisation about the importance of dedicating resources to a positive candidate experience. It includes advice to help you set up your Applicant Tracking System (ATS) and processes to avoid ghosting candidates.
Help to end ghosting in recruitment
Register your organisation
This is a non-commercial campaign. You will not be asked for payment of any kind. We only ask you to spread the word.