Ghostbusting: How to avoid having candidates ghost you (Proton Packs not required) [Part 2]

In the previous post we established some of the main reasons why candidates suddenly cease communication during the recruitment process, or even worse, disappear after accepting a job offer. Despite assumptions, the article highlights that the blame doesn’t always sit squarely with the candidate, and that it’s just as important for organisations and recruiters to look at their own processes.

Always Wanted to be a Ghostbuster? Now’s Your Chance Sometimes you’ll have to accept it’s simply unfortunate circumstances that led to losing a potentially great candidate. However, there are some considerations that may help prevent ghosting occuring the next time around:

● Employers may want to consider articulating their Employee Value Proposition (EVP) as part of the hiring process. An EVP outlines the value and benefits staff receive in return for their skills, capabilities and experience. It can be a powerful external marketing tool for attracting new talent, and gives potential new employees insight into the company culture and hopefully highlight why you’re such a great place to work

● Timing is everything in the current market. The longer the recruitment process takes, the more likely a candidate is going to be offered something else, or get frustrated and question whether they want the role at all. Things happen unavoidably that can affect decision-making, in which case being open and updating candidates promptly goes a long way in keeping them engaged - and confirms that you are still interested
in them and that they are important to you

● Communication throughout is critical

○ In the early stages, nothing disengages a potential candidate more than receiving out of the blue emails from a recruiter about a role that isn’t relevant to their skill set or experience at all. Conversely, receiving information about a vacancy that is aligned - even if it’s not the right role - is more likely to generate dialogue and an ongoing relationship
○ During the interview process it’s important to ask the right questions, be open and upfront about the role and expectations, and make sure it’s a good fit for both candidate and the organisation. Further, checking in throughout to see how a candidate is feeling about the role, without being overbearing, might also give some indication if there’s any hesitancy, or allow them to feel comfortable to speak up if they don’t want to progress further
○ Aim to create a positive experience throughout the recruitment process so that even if a candidate isn’t successful, they’d be willing to work with you again for another role… and let them know if they haven’t been successful in a timely manner!

● Have a robust onboarding roll-out that starts even before the new hire’s first day. Keeping in touch with a new staff member is likely to keep them engaged and excited about a new role. If there’s an extended period between offer acceptance and start date, consider inviting them to any team events, or even just a casual meet up with a couple of key team members. Once your new employee starts, make sure your induction process is just as well thought-through, and that they feel supported and welcomed into the organisation beyond just Day 1.

● Develop a talent pool / community. Not every candidate is right for that particular role, nor is everyone ready to commit to you right now. But that doesn't mean something in the future won’t be perfect. Developing professional relationships with individuals beyond a specific hire is a great way to build a community of talented individuals who are already warm to your organisation - and may make your next
recruitment a much faster, easier exercise.

Ideally, much like in the dating scene, ghosting wouldn’t happen - both parties should show professional respect and be clear in communicating their intentions throughout the hiring process (we certainly encourage both candidates and employers/recruiters to do this, rather than just disappear!) However, taking the time to understand human tendencies and the reasons why a candidate might ghost at any stage during recruitment is a great step in minimising the chances of it happening - and at the very least everyone walks away having had a positive experience.

As specialists in our field, we always aim to undertake an open, rigorous recruitment process with our client/partners, as well as the candidates we work with, to obtain the desired outcome for both parties. If you’d like any more information about recruiting or retaining top cyber security talent, or if you’re looking for your next cyber security role, reach out to the Decipher Bureau team. With offices across Brisbane, Sydney and Melbourne, and an experienced team around the world, we’d love to help you out.

Speaking of recruiting top talent, Decipher Bureau is currently looking for consultants! If
you're interested in having a chat about joining the team, and to find out why we’re a great
place to work, please get in touch.

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