I had a lady contact me thru Indeed. She messaged me and asked if I would like to interview. We had a phone interview and I went two days later and had another interview . She showed me around and even introduced me to some of the office people. She was supposed to contact two days later and let me know if I got the job. She didn't contact me and I have emailed her twice and she will not even respond. Very strange. I wouldn't take the job now if she did offer it to me because I dont wont to work for someone that rude and inconsiderate. What ever happened to professionalism and common courtesy?? That just annoys me.
I firmly believe that every one of these employment agencies are not out for a job seekers best interest, let alone landing a job for someone. I have relentlessly sent resume after resume , even multiple times to same job offer, for nearly 3 months now. I have had 3 interviews , with two of them leaving me feel as if I were just a "number" for the books. I am calling it quits on these so called employment agencies. That's the only solution I can come up with.
As the job seeker, we are on our best behavior, but recruiters and hiring managers are not. I tell myself that I wouldn’t want to work with that company anyway if they treat people like that, the way they are trying to recruit. How many times have they asked for your Resume then they are gone, or when you have a phone interview then you never hear back from anyone. Job hunting is a roller coaster your going to have good days and bad days but ultimately a great job is going to come your way!
I can relate to how you feel, at least you know you have a Real interview. I keep getting E-mails, asking Me to confirm the interview but when I click on the button, there is never any information telling Me when and where to appear, Not even a Phone interview. I don't understand these Agencies, you answer them but never get a Real interview!
I’ve been reading about job ghosting. I’ve not experienced this myself. Has anyone had experience with this phenomenon?
Got an email to set up an interview. Called and left several messages for a call back to set up a time and date. Never got a call back. Finally reached email sender and now l have a interview. Hope all goes well. Keeping my faith in GOD. Ready to prove my skills.
There are a lot of people posting "employer ghosting" on Jobcase, but no one has defined what it means. I did some research and found this: This is the definition of "employer ghosting:
You’re communicating with recruiters or hiring managers about a promising new job, and they suddenly stop returning your messages. You’ve been ghosted. Q: What if a potential employer stops responding to me? A: It’s happened to all of us: You’re communicating with recruiters or hiring managers about a promising new job, and they suddenly stop returning your messages. You follow up after a first, second, maybe even a third interview, and never hear back. You wonder what you could have done differently and if there’s any hope of reviving their interest. You’ve been ghosted. In case you’re not familiar with this term, which has recently joined the vernacular, ghosting has its origins in the social arena: Someone you’re dating suddenly stops texting. A friend stops returning your calls. As a career coach, I see workplace ghosting happening more and more. As if the burden of doing a job search were not enormous enough, add this new insult to an already fragile ego. But you’re not alone. Why You’ve Been Ghosted First, the why. The short answer is, it probably has nothing to do with you. • The bar for candidate selection is higher than ever. There are many more qualified candidates for far fewer positions. On top of that, people are working harder and may not have the bandwidth to respond in a meaningful way, no matter how qualified you are. Along with this comes the fact, I believe, that social media and online dating apps have made such behavior a more acceptable norm; we’ve been socialized to tolerate this disappearing act. • There’s an imbalance of power. Companies have something of value that you and many others want. They don’t need to worry about fallout to their company’s reputation. I wonder if it’s perhaps the opposite—the higher-ups believe that being able to ignore candidates gives them more cachet. • There was never a job available to begin with. Sometimes companies will post a position simply to comply with fair-hiring practices. • There is a slim, though unlikely, possibility that your correspondence never made it through firewalls and is now circulating somewhere in cyberspace. I see workplace ghosting happening more and more. … Add this new insult to an already fragile ego. But you’re not alone. So What Can You Do About It? • I’m a believer that applying a bit of old-school guilt sometimes goes a long way toward nudging a wayward contact. I might send a brief email, then follow up with an almost-verbatim voicemail message: “You may recall I was referred by our mutual friend, Kate Smith. Just wanted to check in. Sent two emails over the past two weeks and didn’t hear back. Wanted to make sure everything is OK.” • Decide how many times to follow up, and stick to it. Typically, this number should be based on insights gleaned by consulting with your LinkedIn contacts who work for the company or know someone who does. However, prepare yourself for people who, when you finally reach them, criticize you. Be apologetic: “I know I’ve called a number of times and apologize for appearing to be a pest. I’m just excited by the work you’re doing and figured you’re busy.” • Find a new and better point person. Sometimes people don’t respond because they aren’t the right contacts. Or maybe the person you’ve been speaking with had to depart the company suddenly. • Generate activity—then make sure the company knows about it. Busy people are more interesting to companies. You might write an email that says: “I’m moving forward with interviews at two competing firms. I would hate to be faced with a decision without having the opportunity to talk to you.” • Invest the time in making sure that you present yourself as someone worth getting to know. Write a great email, and make sure to proof it carefully. Prepare your voicemail message in advance. • Give up … but don’t forget. Focus on other options. But be ready when, almost out of the blue, you receive a response. It may even be an apology. Above all else: never personalize the process. You’ve been ignored, not necessarily rejected. I, too, have been a frequent victim of career-related ghosting. But the reason I get ghosted often is that I make myself get out there. Remember, you’ve only been ghosted because you put yourself out there. And that’s a good thing!
This is a switch-Employers are getting "ghosted" and it is on the rise!
Imagine you’ve just spent months recruiting the perfect candidate. Their first day finally arrives … but they don’t. You’ve been ghosted.
And while it may sound like something that’s only relevant for dating or friendships, ghosting has crept into the employer/employee relationship as well. Companies across the United States are noticing promising candidates vanishing and employees walking out and never coming back. And this phenomenon is on the rise. The Washington Post reports a 10% to 20% increase in candidate and employee ghosting over the past year. “Applicants blow off interviews,” the Post reports. “New hires turn into no-shows. Workers leave one evening and never return.”
The practice is popping up in other places, too, including Canada and the United Kingdom.
In the current talent market, candidates can afford to be picky about the opportunities they pursue, which means more work for you to make sure they show up on day one and stick around.
But you needn’t be spooked by ghosts. To keep candidates engaged and interested at every stage of the hiring process, here are a few simple steps you can take:
Keeping candidates in the loop can be time-consuming, especially when you’ve got a lot of people to get back to. But the candidate experience you provide at this early stage of the process can fundamentally impact how candidates view your company when it comes time to make a big decision — like whether to take the job or tell you that they’ve taken another.
Luckily, you don’t have to write every response manually if you have an ATS. Sending automatic responses through your ATS is a simple fix to the application black hole. Even a short message lets candidates know their application has been received and you’re on the case. If possible, give them a rough time frame for the review process, inform them about next steps, and notify them if their application wasn’t successful. Even bad news is better than no news at all.
If you want to go the extra mile, offer candidates a way to track their application status themselves. Johnson & Johnson does this with Shine, its custom “candidate experience platform.” Similar to Domino’s pizza delivery tracker, Shine lets candidates see what’s happening with their application in real time — increasing transparency while taking some of the burden off the recruiter’s shoulders.
Give them a reason to remember you. Sending a quick follow-up message never hurts, especially if it sounds friendly and organic. This isn’t the time for a pushy sales pitch.
Rather than just reminding candidates that you haven’t heard from them in a while, try sharing a piece of content that they’ll find relevant or amusing, like an interesting news story about their industry or a fun Buzzfeed post about their unusual hobby. If they respond, great. If they’re still silent, at least you’ve tried.
If they stop responding after you’ve already arranged to talk, you can also try a tactic used by Brendan Browne, LinkedIn’s VP of global talent acquisition. Brendan recommends saying “I’m concerned” to regain a candidate’s attention and set the stage for an honest and open conversation. Often, candidates will reveal the reason they stopped responding (like a change of heart about leaving their current job), letting you know how to approach the discussion differently moving forward.
Take the time in every interview to shift the conversation away from what you need and toward what the candidate is looking for in a job. Learning about their goals and aspirations can help you tailor the discussion accordingly — answering the question of why this opportunity is the one that will help them grow their career.
By making your interviews less about the company’s goals and more about the candidate’s personal and professional development, you’re showing that you’re invested in their future. In turn, they’ll be more invested in your company, reducing the likelihood that they’ll leave the interview and never be heard from again.
The best way to avoid it is simple. Don’t ghost them first.
Establishing a clear timeline is vital at this stage. If you plan to have a final answer for your candidates within five days, tell them that immediately after the interview and then stay true to your word. If they’re invested in the role and know when they’ll hear back from you, they’re less likely to accept another offer first.
If you don’t have a clear timeline to share, try the tactic used by Stacy Zapar, founder of the San Diego–based Talent Agency: tell candidates they’ll never go into the weekend without hearing from you. Stacy gives candidates an update every Friday afternoon — even if that update is that there’s no major update.
Candidates will appreciate knowing that you haven’t forgotten about them. If you just go silent, on the other hand, you can’t be surprised when candidates respond in kind when you finally reach out with an offer.
You want to sell candidates on the job so they won’t take another offer first, or so they won’t accept your offer then take another without informing you. But you don’t want to oversell the position and make candidates feel like you pulled the wool over their eyes.
Be honest about possible downsides of the job and tell candidates how your company is striving to improve. If your employer brand is transparent and accurate, your new hire will certainly be excited for their first day — and probably for most of the days that follow.
Ghosting goes both ways: keep candidates as informed as you want to be Communication is a two-way street. While you’d never intentionally ghost a candidate, it is easy to do inadvertently when you’re busy. And when candidates are juggling a lot of balls in the middle of a job hunt, they can make the same mistake. Don’t get mad — get talkative.
The more you communicate with candidates, the more they’ll communicate with you. If you keep candidates engaged by establishing a consistent pattern of communication, they’ll keep you in the loop about any changing circumstances and the specter of possible ghosting will nearly vanish.
Hey im really starting to feel the depression now i even applied at a movie theater and she said she would call me between 8:30-9:30 if i got the job no call which means no job im really starting to feel like theres no hope for me :(