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Candidates who apply for jobs then suddenly vanish from contact when companies respond and bosses who ignore applications from job seekers are together worsening a damaging disconnect in a tough recruitment marketplace.
Cambridge Network, in partnership with business psychologist Kelly Drewery from Talent Glue and recruitment expert Katherine Wiid from Recrion set out to explore what was happening at each stage of the recruitment process.
Their findings showed that talent acquisition teams and candidates alike were reporting ghosting and gazumping by ‘the other side’. It’s a break in human contact that hasn’t fully improved since the lows of the pandemic.
Claire Angus, head of Recruitment Gateway at Cambridge Network told Business Weekly: “Reflecting on recent conversations with members, we’ve been noticing that both employers and candidates are having a tough time in the post-pandemic job market.
“Candidates are actively looking for new roles, sending out lots of applications and hearing nothing back – while employers are reporting frustration at not finding the right skilled candidates for their jobs.
“We want to be doing everything we can to help our members find the right candidates so this research has been valuable in helping to get answers on what is happening in the local recruitment market.“
The research report says that even after accepting a job offer, some employers report a sudden loss of contact with the candidate. For an employment market where success comes easiest for those with relationships and connections, how did this happen?
The report says: “Recruitment is broken. Companies do not want to engage – it’s a tick box exercise. Talent acquisition people are only focused on filling the role – they forget there is a human being at the end of the application who has put time, energy and hope into it.”
The researchers urge employers to ‘keep it human’ by maintaining contact with candidates. “Human contact matters at various points in the hiring and onboarding process,” they say.
“As you gather information about the candidate, make sure you’re collecting the right information – not only to make a selection decision but to better understand their aspirations, values, their deal breakers and their attitude to hybrid working.
“Attitudes to the workplace have changed in recent years; some candidates aren’t yet articulate about their views so you may find you need to help them.
“And keep it social by involving colleagues in the whole process: Previous opportunities to involve a broader spectrum of colleagues may have been lost as many have shifted to hybrid recruitment.
“There can be a lot of value in engaging the recruit’s future colleagues from the early stages of the process. What values might be important for the candidate to have when joining the team?
“Is there any opportunity to meet team members online during the process? There is so much benefit in building this social contact as it helps the candidate to feel a sense of belonging and make an emotional connection with their new team. It also reduces the risk of ghosting or surprise attrition.
“Also, keep it lean by developing and maintaining an efficient hybrid process: organisations that hadn’t taken the time to streamline and refine their online recruitment activities are missing out on candidates who are snapped up by other faster recruiters.
“Some respondent report that the hiring manager can sit on the critical path causing delays. To help better engage managers some have shared job market data, skills shortages and the size of some candidate pools to help manage their expectations.
“However, efficient doesn’t always mean effective. In efforts to speed up shortlisting, some have relied on easy-to-evaluate criteria such as whether candidates have a postgrad qualification.
“This may be appropriate for technical or senior-level roles but it is also being used to sift people in jobs which don’t justifiably require this level of education.
“People Management magazine from the CIPD recently published a similar outlook on shortlisting and how inappropriate filters mean employers are missing out on untapped talent pools.”
To read the full report, visit www.cambridgenetwork.co.uk
If you work in talent acquisition you may be interested in attending two masterclasses – ‘Recruitment Reimagined’ on 1 Nov and ‘Onboarding from Day Zero’ on 22 Nov, designed in a group coaching style, so you have the space to work on your organisation’s particular situation.If you’re interested, email claire.angus [at] cambridgenetwork.co.uk (Claire Angus).
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‘Ghost’ candidates and bosses haunting recruitment scene – Business Weekly
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