Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.Learn more
Communicate effectively and efficiently with the candidates that can drive your business forward.Learn more
Select the right candidates to drive your business forward and simplify how you build winning, diverse teams.Learn more
Help your best internal talent connect to better opportunities and see new potential across your entire organization.Learn more
Communicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.Learn more
Access tools that help your team create a more inclusive culture and propel your DEI program forward.Learn more
Rebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.Learn more
Accelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.Learn more
Attract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.Learn more
Simplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.Learn more
Your business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.Learn more
Build an engaging, high-converting talent pipeline that moves your business forward.Learn more
Deliver the innovation your talent team needs, along with the global scale and security you demand.Learn more
Deliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.Learn more
The #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.Learn more Talk to sales
Attract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.Learn more Talk to sales
Build talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.Learn more Talk to sales
Simplify employee onboarding with automated processes that maximize engagement and accelerate productivity.Learn more Talk to sales
Improve employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.Learn more Talk to sales
Modernize, streamline, and accelerate your communication with candidates and employees.Learn more Talk to sales
Transform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.Learn more Talk to sales
Get robust analytics that help you make sense of your data and illuminate your talent pool.Learn more
Simplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.Learn more Talk to sales
Get a complete picture of all your candidates and enable conversations with context through a single, unified, and dynamic profile.Learn more Talk to sales
We believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.Learn more
Thousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.Learn more
The iCIMS Talent Cloud delivers a secure, agile, and compliant platform designed to empower talent teams, job seekers, and partners with advanced data protection and privacy.Learn more
How the American Heart Association's innovative hiring approach creates a healthier world.Learn more
Check out this month's featured partner, Accurate, on the iCIMS Marketplace.Learn more
Streamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.Learn more
Increased productivity, smarter data usage, and empowered hiring teams–that’s the power of the partnership between Ceridian Dayforce and the iCIMS Talent Cloud.Learn more
Our award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.Learn more
Our partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.Learn more
¿Qué es el índice de rotación de personal y cómo se calcula?
Employee retention | 10 min
¿Cuáles son los problemas de reclutamiento y selección de personal con los que se puede encontrar el candidato?
Candidate experience | 7 min
10 competencias en recursos humanos que todo reclutador debe tener
Global recruiting | 9 min
Expert guidance about recruitment solutions, changes in the industry, and the future of talent.Learn more
Learn how we translate our data into actionable insights for our customers.Learn more
Stay up to date with the latest terminology and verbiage in the HR software ecosystem.Learn more
See what today’s top analysts and researchers say about the iCIMS Talent Cloud platform.Learn more
Join us on Dec. 14 at 2:30 p.m. ET for a live discussion about how employers can build capable, diverse teams heading into 2022.Register now
The recruitment industry has been buzzing lately about the rise in candidate ‘ghosting’ – a behavior defined by cutting off all communication suddenly and without explanation, leaving the other party to wonder what happened.
Generally, ghosting occurs at the point when it becomes rude to disappear without a trace. It is not an oversight or something to blame on an over-full inbox. Ghosting requires a conscious decision to avoid all further contact, regardless of what the other party does to reach said ghost.
Perhaps the scariest thing about ghosting for recruiters is it can happen at any stage of the hiring process, up to and including a new hire’s first few days of onboarding.
Originally a dating term, the term ‘ghosting’ made the jump into the popular recruiting lexicon as a response to the number of candidates who fail to return calls, emails and even decline to show up for scheduled interviews. In other words, they disappear on recruiters without a trace. It might be easy to write this off as young candidates’ inexperience, were it not for the prevalence of high-performing candidates with decades of experience acting the exact same way.
So, what gives?
In fairness, ghosting has probably always existed to some extent. However, the rise in its popularity as an avoidance tactic has led some to speculate a cause. It might just be a symptom of a tight labor market, where candidates have more options. Perhaps it can all be blamed on changing candidate attitudes regarding what’s considered fair and professional.
Or maybe this is nothing more than a classic example of what goes around, comes around – candidates learned from the best and recruiters now get a taste of their own medicine after years of neglecting the candidate experience.
Likely it’s a combination of all these things. But more important by far is the question: What can recruiters do about it?
It takes two to communicate. Recruiters need to prioritize following up in a timely manner with candidates who didn’t get the job. Yes, it’s more work and can be uncomfortable, but neither of those are valid excuses. Not only is it the courteous and professional thing to do, it also protects your brand.
Candidates prefer to talk about positive experiences from their job search, but they’re chatty no matter what. Seventy-seven percent of candidates say they share positive experiences about their job search experience while sixty-one percent share negative experiences. Regardless of how it goes, candidates are going to talk, so give them something positive to say about your brand.
This is doubly important if your business sells primarily to consumers. Many of your candidates are likely customers and fans of your brand. Candidates who are satisfied with their experience are twice as likely to become a customer of the hiring organization compared to those whose experience was negative.
Treating candidates just like you would a friend or colleague might also improve the number of accepted offers you receive. Ninety-five percent of candidates believe there’s a direct correlation between how they’re treated as candidates and how they’ll be treated as employees.
Treat candidates the way you expect to be treated. Over half of all candidates don’t receive any communication from employers two to three months after applying. Given that more than three quarters of people say not hearing back from an employer is more frustrating than not hearing back from someone after a first date, there’s a lot of unhappy job seekers out there.
While there’s a great many recruiters who communicate with candidates often, those who don’t would do well to address their own behavior before calling the kettle black.
The bottom line? Recruiters need to commit to providing a great candidate experience. Candidates will behave how they’re going to behave, but by focusing on what they can control, recruiters may just be able to make the job search a little less scary, one ghost at a time.
October 14, 2020