Pulse September 2021 | Page 48

PULSE POINTS
CONTINUED
than is typical , making communications more difficult to manage .
Responses and Repercussions
Despite the sharp rise in incidences of ghosting in recent years , it ’ s not as though employers are without options for addressing the behavior . For their part , more than half of job seekers ( 54 percent ) report facing consequences from ghosting , which is up from just six percent in 2019 . The vast majority of employers ( 93 percent ) keep track of ghosters , and 80 percent of them believe that candidates who ghost employers will experience negative impacts on their future job search or career , according to Indeed ’ s report .
No matter the long-term effects of ghosting on a candidate ’ s future prospects , however , it seems clear that the act of ghosting itself is not likely to disappear any time soon . Researchers and recruiting experts alike suggest that employers can combat the practice by prioritizing close communication with candidates . Liz Lewis , a writer and researcher at Indeed , writes that prioritizing clear , open communication with candidates can reduce the likelihood of ghosting , and 63 percent of employers agree . By making sure that job seekers have as much information about the job as possible and know whom to contact with questions or updates , employers give job seekers the opportunity to share concerns early before they grow into the kinds of problems that lead to ghosting .
Speaking at the ISPA Stronger Together Summit in May , recruiting experts Andrea Zemel and Tracey Kalimeris shared their own tips for reducing the likelihood of ghosting . Zemel , who oversees people and culture at Trilogy Spa Holdings , advised spa leaders or hiring managers to conduct phone screenings with candidates to get them engaged in the position early .“ Talk to them about why it ’ s an exciting opportunity before you even schedule [ an interview ],” she advised . It ’ s also important , Zemel noted , to communicate expectations and make sure that the candidate knows where to go , who will interview them and what the interview will be like . Indeed ’ s research indicates that anxiety about the interview process is one common reason candidates say they have ghosted an employer , so such communication may help settle those nerves and make the process less intimidating .
Kalimeris reiterated the importance of this kind of communication — even if it means sharing bad news .“ You have to be transparent through the search ,” she said .“ If they ’ re not the successful candidate , let them know why they ’ re not and how you can help get them there in the future , if that ’ s something they want .”
Jacob Zabkowicz , vice president and general manager of Korn Ferry ’ s Recruitment Process Outsourcing business , advises employers to continue this kind of close communication even after the offer has been accepted , which can make new recruits feel welcome and appreciated .
Despite its negative effects on job seekers and employers alike , it seems that ghosting may remain a part of the recruitment process for the foreseeable future . However , by communicating with candidates honestly and transparently , spa industry leaders can reduce the likelihood that this disruptive practice will impact their business and start employees off knowing that they ’ re joining a team that respected their time and valued their concerns before they logged a single hour in their new role . If ghosting is a lose-lose situation , that alternative is undoubtedly a win-win . ■

“… it may be tempting to paint today ’ s job seekers as rude at best and irresponsible at worst , but Indeed ’ s report offers another factor that is partially to blame for the ghosting spike : employers ’ own communication habits .”

46 PULSE SEPTEMBER 2021