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Ghosting: Calls, interviews, new-hire-no-shows, and job abandonment. Preventable???

Stacy shadowed a seasoned phone-sales associate all day, with the understanding she would later take her turn on the phone. After lunch, the trainer asked Stacy if she was ready.

“Can I listen to you do a couple of more calls first?” Townsend says she asked. The trainer obliged. Three calls later, the trainer handed the headset to Stacy, who said she needed a restroom break first.

The trainer noticed that when Stacy walked away, instead of turning right—the direction of the restrooms—she headed left, toward the exit. Thinking Stacy wanted to use the downstairs restroom, the trainer shrugged it off until 30 minutes had passed… “We never heard from Stacy again.” —- From SHRM.org

Ghosting is the practice of not showing up and/or dodging someone. It’s like “standing someone up” for a date. It’s not following through on a commitment from everything like a scheduled phone call to accepting the job and walking out on the first day (as the story above illustrated). Yes, I know, applicants have been ghosted for decades when trying to get a job… but it seems those days are over. The tables have turned, generally speaking, in the favor of job seekers. This leverage does NOT give anyone the right to “ghost” someone, thought. It only hurts everyone in the end.

The practice results in a tremendous amount of wasted time and resources (i.e. MONEY) for not just the hiring company but also the economy as a whole. Just like shoplifting increases the price of goods for all consumers, ghosting can be looked at as “time theft”. Given the average cost to hire and train even an entry level position is easily in the thousands of dollars, this type of theft very likely has an even bigger impact on the company bottom line than physical property theft does!

I’m not here to shake my finger at “ghosts”. I doubt many of the “ghosts” maliciously made a commitment with the intention of ghosting the other party. And those who DID have the intention of ghosting probably were just too nice to say “no”. Leverage is an important part of job searching. Some people have more than others and sometimes we are passive and want to avoid the confrontation that inevitably comes when we exercise that leverage. Unfortunately, as is stated in the linked article, conflict management is a necessary skill for almost any job. I’ll add that this skill is VERY difficult to teach or train.

What I AM here to say is that we have a way to minimize the ghosting and save both parties time and energy (again… this means MONEY). Headhunter provides a way to see deeper into the personality and character of an applicant before larger amounts of time are spent further down the hiring funnel. In addition, the applicant can also avoid getting themselves into a potentially awkward situation by only taking interviews with jobs they have a high degree of confidence in. Headhunter gives them the video profiles of the job, supervisor, and other insights without making a single commitment. Without BOTH parties showing mutual interest in the mobile app, there cannot be any communication. This minimizes time loss and increases hiring success.

As the above story shows, Stacy should’ve know at the VERY BEGINNING of the recruiting process what it’s like to sit in a cubicle, put on a headset, hear a stranger on the other end, and then try to SELL SOMETHING! All that time on job boards, job applications, scheduling, interviews, new hire training, etc was completely wasted. Both parties lost. Stacy has to do it all again and so does the company… so does the consumer.

Ghosting is becoming all too common and Headhunter can reverse this trend. Ask us how or download the FREE app today.

sales@headhunterapp.io

 

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