Why Gen-Z Love Ghosting You!

Navigating the recruitment landscape is akin to living in a perpetual Halloween for employers, with ghosts—albeit invisible—lurking at every corner. The pervasive practice of "ghosting" in recruitment has escalated, particularly among Gen-Z and millennials. A recent study uncovered alarming statistics, revealing that a staggering eight in ten individuals from these age groups have ghosted recruiters or potential employers within the past year. Millennials, while somewhat less inclined, still exhibit a substantial 93% engagement in the act.

The unsettling empowerment

What sets this trend apart is the peculiar revelation that 20% of those who ghost employers find the act "empowering," attributing it to a sense of taking charge of their career. It begs the question of whether this behaviour is truly advantageous or merely a reflection of a disconnect between perception and reality.

The fallout

The repercussions of ghosting extend beyond interviews, with almost nine out of ten admitting to skipping their first day of work, and 24% confessing to abruptly leaving a job without notice. Millennials, in contrast, grapple with guilt, with a third expressing anxiety about the impact on their reputation and future prospects. Surprisingly, a third of respondents justify ghosting by pointing to companies' lack of responsiveness to job applications and failure to inform candidates of unsuccessful outcomes.

Addressing the challenge

With nine out of ten firms acknowledging ghosting as a significant problem and 55% experiencing increased difficulties in hiring, it becomes crucial to proactively address this issue. Here are some strategies to prevent being ghosted in the recruitment process:

Prioritise speed:
Recognising the impatience of the younger generation, it's imperative to streamline your hiring process. Honest communication about timelines and leveraging technologies like Hiredeck - an AI-powered candidate submissions platform - can significantly reduce the time-to-fill and enhance the overall experience for candidates.

Ensure cultural alignment:
A noteworthy 14% of Gen-Z applicants attribute their ghosting behaviour to a lack of alignment with the company's values. To mitigate this risk, recruiters should ensure that their organization's values resonate with those of the candidates, particularly as the younger generation places a heightened emphasis on environmental and political awareness.

Personalise and engage:
While lacking empirical evidence, it is reasonable to assume that candidates are less likely to ghost when they perceive recruiters as individuals. Personalising outreach and crafting a thoughtful, relevant process can convey genuine interest in candidates. Technologies like Capture, enabling personalised video messages, have proven effective in rekindling communication with previously ghosted candidates. So get on the case!

Understanding and adapting to the dynamics of the evolving workforce is essential for recruiters to overcome the ghosting trend effectively.

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