Today’s job market feels like a lawless place. Desperate candidates are firing off hundreds of applications, and thousands are applying to entry-level roles, causing overcrowding in the recruitment process.
In this landscape, recruiters are being inundated with CVs, and it seems that common courtesy has gone out the window. In a recent survey of hiring teams, CV Genius found that a third of hiring managers are likely to break contact with a candidate with no explanation.
With communication standards slipping, the practice of ghosting (where a person cuts contact without warning) is in danger of becoming the norm. But the impact on hopeful job hunters can be gruelling. Below, we explain why ghosting occurs, and how to respond to it.
Majority of hiring managers okay with ghosting
Ghosting originates from online dating. Many users began to report that, after a few candlelit dinners, their date had disappeared, finding this easier than to end the relationship properly. Now, it seems the line between finding ‘the one’ and a dream job is becoming blurred.
CV Genius polled 625 hiring managers for its report. According to the results, 33% would be likely to ghost an unsuccessful candidate without explaining why. Meanwhile, 23% of hiring managers don’t have a problem with ghosting job applicants.
Only 44% of hiring managers say they are unlikely to ghost a candidate. This suggests that ghosting has now seeped into normalcy at many UK workplaces.
Being ghosted can haunt job seekers, however. In a separate study by CV Genius, 86% of respondents who experienced ghosting reported feeling down or depressed. Even more concerningly, 17% said that the experience left them feeling severely depressed.
Seb Morgan, Careers Expert at CV Genius, says, “it’s an incredibly frustrating experience to put effort into your CV and job interview only to have the employer disappear on you,” adding “job seekers deserve better than just radio silence.”
Ghost of a job chance
Despite the CV Genius findings, other research suggests ghosting isn’t one-sided. Many UK employers who have attempted to fill vacancies in the last 12 months have had new starters fail to turn up on their first day at work.
For a culprit, look no further than Gen Z. It seems that younger employees are treating jobs like bad dates. In a survey by Indeed, 87% of Gen Zers said they had left their boss stranded on the first day, preferring to have a lie-in than face the day one nerves of starting a job.
The habit is perhaps becoming a self-fulfilling prophecy. Job hunters who have been ghosted by recruiters could be carrying their resentment at being ignored into future roles, turning the hiring process into a revolving door problem.
CV Genius confirms this generational divide. According to its report, younger hiring managers (Gen Z and Millenials) are 61% more likely to break contact with unsuccessful job applicants than older hiring managers (Gen X and Baby Boomers).
Coming like a ghost town
Clearly, ghosting is not winning hiring managers or new hires any favours with bosses. But at the same time as the practice becomes commonplace, companies need talent more than ever.
Having a clear and structured approach to responding to job applications could be the answer for companies that are being weighed down by masses of applications.
Not only will this help job seekers feel more valued, but it will also ensure that your chosen hire is likely to turn the tables and cut contact with hiring managers before or during their probation. In short, good messaging will stop your workplace from becoming a ghost town.
