Most candidates aren’t being rejected – they’re being ghosted. Mentions of ghosting on Glassdoor is up 450% since the start of COVID. We know that it’s bad for employer brand and long-term prospecting, so why does silent candidate rejection happen so often?
Here are some of the causes most commonly cited for ghosting candidates:
- Our hiring team is understaffed and overworked, and we don’t have the time to get back to everyone
- Our recruitment system is difficult to use, and through sheer volume we lose track of people
- Our recruitment system does not facilitate the automation of tailored rejection emails
- We don’t know exactly what to say, or do not feel qualified to give detailed feedback
We’re not out to bash recruiters, talent acquisition professionals, or hiring managers. Finding talent during the Great Resignation is difficult. Time is precious. Offering everyone a high-touch candidate experience, therefore, seems far beyond scope.
Problem is, candidates expect feedback. At the very least, they need closure. Rejection by silence has a unique sting. Consider the following responses, offered by people who applied for jobs and were either ghosted, or received a templated rejection:
“Discarded. Treated like number.”
“Crushed. Doubted my competence and value.”
“Depressed, unsure of reasons, uncertainty with quality of CV and skills or experience.”
The preceding is part of a new study, What Type of Explanation Do Rejected Job Applicants Want? Implications for Explainable Ai, by researchers at UNSW, Australia. It aims to prescribe an ideal framework for positive candidate rejection.
Here is a snapshot of some of the findings.
Candidates want these specific reasons for not making the cut
This point may sound obvious, but here it is: 53% of study respondents wanted to know why they did not make the cut. Just under a third wanted to know how they might improve, and 12% of respondents wanted to find out more about the competition – including whether or not the successful candidate was an inside hire.
According to the wants of candidates, when crafting a rejection letter, it is recommended that you focus on at least one of these factors:
- Interview performance
- Presentation of CV
- General comment on skills, qualifications, or level of experience
- Characteristics of the successful applicant
- Candidate ranking in the total number of applicants (i.e. “it was between you and one other person”)
If possible, err on the side of extra transparency. If it was an inside hire, say so. If the losing candidate was neck-and-neck with the winner, tell them. People want the truth, it seems, and without sugar-coating.
Candidates believe they are owed an explanation for their effort
This is interesting: As part of the study, respondents were asked how much they would pay for a tailored explanation for rejection. 44% of respondents said they wouldn’t pay anything for feedback; 25% of respondents said they might pay more than $20.
We might first surmise from this result that applicants don’t place value on feedback, but this isn’t the case; for the most part, they believe they have already paid for it. Said one respondent, “The idea about paying for feedback is idiotic and I beg you not to put it into the universe. If I take the time to apply for a job they should have the courtesy to provide feedback. Job hunting is hard enough and expensive don’t add more cost to excuse inexcusable conduct.” Fair enough.
Automating candidate rejection: The best way to retain candidates as advocates
Phai, our smart interviewing Ai, gives every single one of your candidates an interview. But it also provides tailored personality insights and coaching tips to every single one of your candidates, whether or not they are successful.
We do this because we can quickly and accurately analyse how people align to the HEXACO personality inventory. It’s high tech stuff, but the result is what matters: More than 98% of candidates love the feedback they receive, and rate it as useful. We help people understand themselves better, and equip them to attack jobs with the techniques best suited to their personalities.
If you’re using Phai, that means you’re really helping people. If that wasn’t enough of a reward on its own, know that good candidate feedback is also helping your employer brand immeasurably. It’s a dream solution for volume hiring.
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