Dear Employers, Ghosting Us After An Interview Is Not Cool
Have you gone for an interview only to hear back from them a month later? Even after calling and emailing a thousand times! Okay maybe that’s a little exaggerating but it’s true. It’s either no one response to your emails, or they give you a vague answer like, “We’ll get back to you on this”.
How rude! Companies expect candidates to set a date and be punctual for an interview, but employers can’t do the same courtesy. Do they know what this employee ghosting thing does to potential employees?
What is ghosting?
So ghosting was initially used to for relationships in which a person cuts off all communication with their friends or partners with zero warning. They’ll avoid phone calls, social media and in public spaces.
Nowadays, the word ‘ghosting’ is used for employees or employers who ghosts on jobs. In this article specifically, employers simply not bothering to update interview candidates. Here are 3 ways why job ghosting can do more harm than good.
Candidates loses respect for the company/brand
We’re sure by now you’re aware of the power of social media. Ghosting someone who feels passionately of what the company stands for might not feel so after that. Candidates might express how irresponsible the company is even after they’ve called to inquire on the follow up interview. If it’s not social media, they might just destroy the companies reputation by word of mouth.
Candidates wouldn’t know how to improve
We could be leaving the interview feeling good and optimistic of our chances in scoring that job. As a good employer or recruiter, letting them know at least where they went wrong in the interview would help them improve. After all, they could be potential networking contacts.