Post by rabia994 on Mar 7, 2024 7:57:08 GMT
With the arrival of the internet, many processes that were previously in-person are now done online or virtually. This change, in terms of the area of human resources and especially recruitment, brought with it many things. From the possibility of hiring remotely to the incorporation of technologies such as AI in the attraction and selection processes. However, it also facilitated job ghosting , which is why today Nexian speaks of % of candidates abandoning the selection process without a trace. This term began to be used in the field of digital dating applications, but today this practice has reached the working world. What is workplace ghosting? As we mentioned previously, workplace ghosting is born in a context of digitalization of the human resources area, especially in recruitment. This term refers to that moment in which the candidate disappears from the process without first warning or giving an explanation and begins to ignore the communication from the recruiters, leaving them without a response. However, job ghosting can also occur from the company towards the candidate.
That is, it is when the company stops giving news to the candidate and ignores his messages asking about his application for the vacancy. In fact, it is said that this practice began before ghosting by the candidate. In many cases this occurred because the company did not have the time to give feedback or respond to all the messages that came to it. However, this is no longer an excuse, beca America Cell Phone Number List use you can work with recruitment software that facilitates the automation of messages and therefore communication with the candidate. It is important to be clear that the lack of feedback from the recruitment team generates a bad reputation for the company and affects the number of applicants they receive per vacancy. Workplace ghosting can occur at different times, which are: During the recruitment process This is the most common and occurs when the candidate has already been contacted for a second or third step of the process and they do not show up. For example, when you agree to a second interview and the candidate does not answer and when you try to contact him, he no longer responds.
At the time of incorporation This situation is a little less common but still occurs. It is the moment when the candidate has already been selected and the company has everything ready for the incorporation of the new collaborator. But on the day of incorporation the person does not show up for work. A few days after joining This happens when the candidate is already a collaborator and is already working within the company. These are those first days when he is learning about the organization, the work culture and the responsibilities of his position and something does not match his expectations and therefore he decides to stop showing up to work without prior notice. What are the consequences of workplace ghosting? When we talk about consequences, these are suffered in particular by two teams, the team of recruiters and the team in which the vacancy is located. The recruiters: When they have a candidate who abandons the recruitment process or does not show up for work since he was selected, they have to start the attraction and selection process again, which causes them to waste time.
That is, it is when the company stops giving news to the candidate and ignores his messages asking about his application for the vacancy. In fact, it is said that this practice began before ghosting by the candidate. In many cases this occurred because the company did not have the time to give feedback or respond to all the messages that came to it. However, this is no longer an excuse, beca America Cell Phone Number List use you can work with recruitment software that facilitates the automation of messages and therefore communication with the candidate. It is important to be clear that the lack of feedback from the recruitment team generates a bad reputation for the company and affects the number of applicants they receive per vacancy. Workplace ghosting can occur at different times, which are: During the recruitment process This is the most common and occurs when the candidate has already been contacted for a second or third step of the process and they do not show up. For example, when you agree to a second interview and the candidate does not answer and when you try to contact him, he no longer responds.
At the time of incorporation This situation is a little less common but still occurs. It is the moment when the candidate has already been selected and the company has everything ready for the incorporation of the new collaborator. But on the day of incorporation the person does not show up for work. A few days after joining This happens when the candidate is already a collaborator and is already working within the company. These are those first days when he is learning about the organization, the work culture and the responsibilities of his position and something does not match his expectations and therefore he decides to stop showing up to work without prior notice. What are the consequences of workplace ghosting? When we talk about consequences, these are suffered in particular by two teams, the team of recruiters and the team in which the vacancy is located. The recruiters: When they have a candidate who abandons the recruitment process or does not show up for work since he was selected, they have to start the attraction and selection process again, which causes them to waste time.