Employers are now ‘ghosting’ candidates in a tight job market – and that’s not so bad | Genetic marks

OWe knew this was coming. The practice of “ghosting” has taken a 180 degree turn. Until recently, many job applicants in this tight labor market were quick to accept interviews – even job offers – and then disguise the company that recruited them by not showing up at all. just not. Now, new data from the Glassdoor jobs platform reveals that a growing number of employers are doing the same.

According to Glassdoor’s chief economist, job seekers have increasingly reported being ghosted by employers since the start of the pandemic. “The share of interview reviews mentioning ghosting has nearly doubled (+98%) since Feb 20,” he wrote in a Posting on Twitter. “As of January 2019, approximately 1.25% of interview reviews mentioned ghosting and this percentage has increased over the past two and a half years to more than double that amount.”

None of this should come as a big surprise. The economy is clearly facing headwinds.

The tech industry has already lost tens of thousands of jobs with companies like Microsoft and Salesforce recently announcing layoffs, which followed similar moves from big names like Netflix, TikTok, Cameo, Shopify and Lyft. Major real estate companies, such as Compass and Redfin, have laid off thousands of workers thanks to the collapse of the housing market.

Many companies in the financial services and mortgage lending industries are laying off workers, and major investment banks like Goldman Sachs and JPMorgan Chase are moving in the same direction. The healthcare sector is shrinking and the retail sector is bracing for a slower holiday season – already Walmart and Amazon have scrapped or frozen holiday hiring plans. Big brands like Gap, Peloton, Wayfair and 7-Eleven have cut thousands of jobs in recent months. And that’s not even including the countless companies that are cutting jobs through technology.

The tide is clearly turning and employers of all sizes may be pickier about who they hire. So, just like all those candidates who ghosted them, it is now the employers who are ghosting them. Horrible, right? But maybe that’s a good thing.

Regardless of who does it, ghosting is a despicable, selfish, irresponsible, and unprofessional practice. And practice says more about a person – and an organization – than any number of interviews, job references, job skills and drug tests. Agreeing to take or extending a job offer or even an interview and then disappearing without a word is probably one of the most insane and unprofessional things a company or person can do in a professional environment. .

Who would want to hire someone who behaves like that? If that person can’t be an adult and tell a face-to-face recruiter about their change of plans, then how can they handle similar situations with clients and suppliers, where plans and promises always fluctuate?

And what about the company that behaves like this? Does it live up to their so-called “mission statement”? Do you believe they “make the world a better place”, “create value” or “build a sustainable future” as they say in their corporate propaganda? If an organization treats its applicants this way, how does it treat its employees? Its shareholders? His clients ? How transparent would this company be in times of financial crisis? What other corners are cut in its products and products?

Forget those AI-powered video platforms, talent acquisition tools, and workflow-generated recruiting software. Employers can read all resumes and talk to all references they want. Job applicants can read all company news and company reviews. None of this is up to the mark of whether a person or company is ghosted or not. The ghost says it all.

That’s why I appreciate the Glassdoor economist’s tweet. But it’s not enough. I’d like to see his company — and competitors like Monster and Indeed — provide both their corporate subscribers and job applicants with more detailed data on each other’s ghost activities. I can think of no better information for a candidate or employer to use when making a hiring decision.

As an employer, I have a hard time hiring people based solely on their resume, a clunky interview, and a few canned references. To me, it’s still nothing more than an educated guess as to how that person will behave and what kind of human being they are. If a candidate ghosts me, I don’t get angry. I am grateful. This candidate has done me a favor. And if my corporate values ​​are such that I don’t find it a problem to ghost a job candidate, then I’m doing that person a favor too.

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