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  • Team Munshi

You Will Be Ghosted: Is This The Next Pandemic?



 

Seems like businesses and enterprises are stuck in a ‘ghosting’ spiral! 2022 brings the scary and definitely expensive reality of employee ghosting. A term usually associated with employers has now undergone a role change. Ghosting job applicants was a quotidian practice which rapidly increased in the past few years. With the onset of the COVID-19 pandemic, the numbers had witnessed a steep rise. But there is a new threat in the business world and it is employee ghosting.


The latest Greenhouse survey stated that over 75% of jobseekers were being ghosted even after braving and acing at their interviews. Besides, the hard facts are that the modern-day business scenario has to reshuffle its hiring practices to attract and retain new talents. The data and statistics stating the numbers are alarming, and the companies need to act before it gets unmanageable.


But what is employee ghosting?


Employee Ghosting: The New Trend in The Business Realm

It seems like a new pandemic is in the making. This time, it is business-specific and will spread across the industry. As a matter of fact, it can have a massive downside if not taken care of in due time. Yes, we are talking about Employee Ghosting!


Indeed, a platform equally trusted by employees and employers has asserted data that shows around 28% of job seekers in 2021 have successfully ghosted their employers. In 2019, it was only 18%, and the sudden gap in the employee market exists solely because of the employee’s selective nature.


Now ghosting as a term was originally used for instances when partners in personal or romantic relationships suddenly cut off communications without any notice. Slowly, the term got generalised, and people started using it for similar situations in day-to-day life.


Employee Ghosting describes circumstances when prospective employees are ready to walk away, vanish from employers and pull off their disappearing act without any prior notice. These employees tend to elude all the attempts that employers make to contact them.


Why Are Employees Ghosting Employers?


If you are thinking that the candidate/applicant has cleared the digital job interviews or phone screening, and also accepted and signed the job offer letter, what are the chances that employee ghosting can happen? Well, according to a Visier survey, 31% of employees have ghosted their employers soon after they made it on their first day at work. To add to your worries, the updated database revealed it is most typical in the final stages of not only hiring but also onboarding. Employees are now pulling fast ones but the main question remains why are they choosing this alley?


Though a majority of the reasons behind employee ghosting largely come down to the lack of growth opportunities and leverage, in reality, there is a multitude of layers to it that employers never took into consideration.


Here are the Top Five Reasons for Employee Ghosting as per the Survey

• 29% feel their salary isn’t adequate

• 28% ghosted for better job offers

• 27% agree the job description wasn’t accurate to the job role

• 26% ghosted for the company’s negative reputation and reviews

• 22% were vexed by the company’s work culture


How Are Businesses Managing The Crisis of Employee Ghosting?


Contact centres have multiplied their threshold. After contemplating the possible outcomes, these centres are making 40 job offers to attain a packed-up result for a 20-seat training class. With an expectation of having 50% of new hires to be No Call/No Show, ghosting the recruiters is no more a silent practice. Even the best-of-the-lot contact centres are reporting as high as 80% of new hires are either ghosting or quickly quitting. Interestingly, a majority of these employees aren’t completing the 90-day training period and are quickly choosing to shun away their employers.


So, how to prevent employee ghosting?


You cannot afford to be indecisive, you need an action plan! Chart out the solutions, plan a strategy, have a methodical approach and most importantly, implement a handy and accessible solution. The businesses must enable a seamless onboarding process and workflow through the implementation of impactful technology and resources. The pre-screening, pre-hiring and pre-boarding should be efficient enough for maximising the benefits. This is how you can do it:

• Speed up and streamline the entire hiring process and eradicate any unnecessary steps

• Your aim is to make it applicant-friendly

• No one has time for the traditional lengthy interview sessions. Keep it short and don’t kill much of the time in background checks or while making the decision

• Provide precise information about the position, number of rounds and all the requisites they can except

• Bridge the process of communication. Start early and be frequent. You need to communicate with your employees better to learn about their motives the employees

• Lastly, invest in cutting-edge HRMS automation solutions that are easy to use for managing your internal affairs during the onboarding process. Such technologies are simple to integrate into your daily business operations. You can monitor everything going on in your enterprise without getting ghosted or missing out on any vital information. These types of software will help you keep a track of everyday attendance and even check if the employee has applied for leave. Thus, you will never be blindsided again.


So, now that you know how you can avert employee ghosting through the proactive steps, are you embracing making the change?

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