<ul><li>Rather than sending a withdrawal or rejection email, workers and employers are simply cutting off contact during the hiring process.</li><li>Ghosting is considered a bad practice for both companies and workers; no one likes being on the receiving end of it.</li><li>Yet its rise seems inexorable: digital hiring processes deluge companies with candidates, making replying to everyone hard.</li></ul>

Stuck In A Ghosting Spiral

One recent study of 1,500 global workers found that <a href="https://www.greenhouse.io/blog/key-learnings-from-the-2022-greenhouse-candidate-experience-report">75% of jobseekers</a> have been ghosted by a company after a job interview. Employers openly acknowledge that they do it; only <a href="https://www.indeed.com/lead/impact-of-covid-19-on-job-seeker-employer-ghosting">27% of US employers</a> surveyed by job listings site Indeed said they hadn’t ghosted a candidate in the past year.

The Findings

<ul><li>The rise in ghosting is coming from both workers and employers.</li><li>Much of the ghosting we’re seeing today may simply be the fact that someone just can’t get back to everyone.</li><li>The loss of in-person interviews may also be a factor in ghosting by both parties.</li><li>Job-search algorithms place the open positions right in front of workers, making impulse applications easier, resulting in a spike for recruiters.</li></ul>

Digital Hiring And The Spike In Applications

<ul><li>An explosion of candidates due to new digital recruiting may mean applicants find themselves waiting for emails that never come.</li><li>Market conditions may well mean that not replying to every lead or candidate is becoming more normalised.</li><li>But ghosting comes with downsides to both employers and candidates: it leaves a bad impression - likely ending a professional relationship before it's even begun.</li></ul>

The Consequences Of Increased Digital Hiring

Rather than sending a withdrawal or rejection email, workers and employers are simply cutting off contact during the hiring process. Are we stuck in a ‘ghosting’ spiral?

Stashed ideas

Why workers and employers are ghosting each other

If you're a hiring manager, you've probably had a promising job candidate suddenly stop answering your calls, texts and email. As early as 2019, more than four out of five companies have been ghosted by a job candidate at least once.The behaviour stems from the world of online dating, where ghosting is de-facto and pain-free (for the ghoster) way to say: "I'm not interested." Since job hunting, like hooking up, now takes place primarily online, it's only logical there's crossover behaviour.

Ghosting An Employer

Sites like ZipRecruiter and LinkedIn make applying to a job as easy as hooking up on Tinder. 
Because the candidate didn't have to put much time and effort into applying for the job, they may not be committed enough to follow through.

Impulsive Behaviour

According to a <a href="https://www.indeed.com/lead/ghosting-guide">study conducted by Indeed.com</a>, almost a third of job candidates ages 18-24 (and almost a fifth of older candidates) ghosted a potential employer because "the hiring process was too slow or too long."
Job candidates know that a long wait means you don't have your act together.

Delay In Providing An Offer

If your company is a lousy place to work, disgruntled employees are going to anonymously grouse about you online. 
Back in the day, a company could hide a toxic culture behind an inspirational mission statement. Today not so much.

The Candidate Found Skeletons In the Company Closet

Since a candidate might not be entirely serious at first, if that candidate looks interesting, you arrange a telephone conversation like right now, so you can "sell" the candidate on working for you.

Preventing Ghosting By Candidates: Quick Follow Up

Maybe getting every stakeholder on board made sense when a job offer entailed lifetime employment. 
Today job hopping is the norm, so there's less at stake.

Preventing Ghosting By Candidates: Shorter Hiring Cycle

This, of course, is the "challenging" step because, sad to say, once a company has a toxic culture it's almost impossible to change it for the better.

Preventing Ghosting By Candidates: Make Your Company Worth Joining

3 reasons that job candidates suddenly ghost you and what you can do to prevent it.

Job Recruiting Is Getting More Like Tinder Every Day

Backlinks are undoubtedly one of the most important factors when it comes to website ratings done by Google. Of course, there are also various other aspects you should pay attention to — but make no mistake.
By obtaining bad-quality, low relevance backlinks, you could lose a lot of traffic. Therefore, let’s focus on the most critical strategies for acquiring backlinks for your website.

Backlink Strategies

The most straightforward and basic strategy to improve your SEO ratings with backlinks is to reclaim unlinked mentions. To put it simply, just keep track of any mentions of your brand.  If you notice that an author of a blog post or the website owner hasn’t included a link to your webpage when mentioning you, you can always ask them to reconsider. This would guarantee their visitors a better experience (as they can immediately travel to your webpage).

Reclaim The Unlinked Mentions

Another strategy many opt for is using contextual links. It’s a great option, especially if you wish to enrich your content with additional resources, such as a “read more” section.  It needs some work: Firstly, you have to determine who are your correct prospects and secondly, explain to them what makes cooperating with you reasonable and why your content is worth featuring.Using contextual links is not as easy as reclaiming unlinked mentions, but it sure pays off.

Use Contextual Links

One of the most important things you can do to get more reputable backlinks is to become a source for other publishers yourself. You can do this by creating high-quality content worth being shared or cited by other publishers — and every time you do this, you’ll get a backlink!Suppose you are capable of delivering top-tier content. In that case, you’ll find out this method is surprisingly easy.Remember that quality is not the only thing that counts, as you’ll also need to be quite speedy. Otherwise, the publisher may choose another source over you!

Becoming A Source

Remember to check for articles that haven’t been updated lately and then check how many backlinks that piece has. However, aim only for the best and pick only the articles referenced by many different sources, preferably the most reputable ones.Remove the statements and calculations that were proven wrong, and enrich the text with data only available after the original article was published.Once you do this, you can contact the website owners who used the old article as a source and inform them about your new, updated version

Update Old Content

If you have the skills, you can create a real backlink machine. Adequately building that type of tool can even get you new leads.It is, however, important that you choose the correct tool to build. So, do some research on the keywords first. You can, for example, see what comes up if you input the text “generator” or “template”. Next, figure out what type of tool is currently earning the most backlinks for your competitors.

Build Free Tools

Creating a manual or guide also works. It needs to be detailed, comprehensive and technical while being written in an easy-to-understand manner to be successful. Pick the topic you specialize in the most as you’ll have the highest chance of writing up a high-quality guide.Much like a free tool, top-notch guides will pretty much attract publishers on their own, for they know that a complete, detailed guidebook on a given subject will turn out to be a huge help to their clients and a huge time saver for themselves.

Publish Complete Guides

Images and infographics are by far the best ways to present data and to engage followers too. They are as much — if not more — capable of earning you a decent amount of high-quality backlinks as your text content, so do not ever hesitate to add them to any of your articles and blog posts. Charts, graphs, diagrams with data, some graphic templates and even free photo galleries are good to use. You have many options to choose from, so picking the right one for your webpage shouldn’t be too hard. Remember that quality counts as much as quantity.

Use Images And Gif Files

If you have found any topically similar website with broken outbound links, do not hesitate to contact its owner and propose they update the link to instead direct the users to one of your pages. Using this method is yet another example of how with the right approach, everybody wins. You get an excellent, new backlink, the owner can fix broken articles and the readers get a better experience.

Use Broken Links To Your Advantage

Backlinks are one of the most important factors when it comes to Google website ratings.

Top 8 Backlink Strategies to Boost Your Traffic

Software and technology are becoming a critical component for businesses throughout the economy, not just tech companies. This trend is growing. Before Covid-19, more than 40% of software engineer and developer hires were made by non-tech companies. During the first few months of the pandemic, while many companies were cutting staff, Facebook announced it would hire 10,000 additional product and engineering staff members. Amazon plans to surpass that.

The war for technology talent

Companies recognise that they need to seek people from a more diverse pool with a broader set of desired capabilities. Technical skills remain critical but are less needed for specific jobs such as customer success and product managers. Companies could find a person who has the ability most predictive of success in a role such as collaboration, stress management, and self-confidence, and the rest can be learned on the job through training.

The key to overcome the talent crunch

<ul><li>Commitment to diversity and inclusion. Top talent are attracted by companies with a strong diversity, equity, and inclusion (DEI) strategy.</li><li>Transparent and accountable senior management. Managers at high-performing tech companies are often visible and willing to engage with employees.</li><li>Culture of coaching and development. Millennial and Gen z workers tend to value companies that invest in high-quality coaching and development of employees.</li></ul>

Factors that influence where talented candidates want to work

An analysis of Glassdoor data sheds light on three factors candidates care about most.

How to Attract Top Tech Talent

WordPress powers such a high percentage of websites on the internet that it’s the de-facto standard. That means pretty much every software builds an integration with WordPress directly because they don’t want to exclude 40% of all the websites out there from using their services.This also means it’s incredibly easy and affordable to find courses, training and professionals to manage your site. Websites are constantly evolving as your business evolves. Eventually, you’re going to need someone to help you scale it up or manage it. The majority of professional designers, developers, content managers, social media strategists and admin assistants are at least acquainted with WordPress and in plentiful supply.

Advantages of WordPress’s massive adoption

Optimizations are incredibly easy to implement and in any way you can imagine, from SEO to hosting, where most of the time there’s a "one-click" install and configuration option.WordPress certainly has flaws and it’s always a work in progress like any major tech project. Like anything else, it’s not a perfect fit for every situation but it’s the most powerful and flexible option for the vast majority. It does this without high monthly fees, development costs or limitations to what you can add with some of the world's best developers supporting it, while being extremely easy to train and find people who know how to use it.

WordPress is adopted to modern

For businesses looking to gain the most flexibility, power and affordability in their websites, WordPress is unmatched.

The Unstoppable Power of WordPress

In traditional corporate environments, the salary is often hidden because it’s a game of cat and mouse trying to figure out what salary the candidate is currently on, what they’re expecting, and what the company is willing to pay.But this lack of disclosure hurts workers. Knowing the expected salary upfront lets a candidate understand whether a job will be financially viable for them. It also streamlines conversations later in the hiring process.

Salary transparency

<ul><li>Employers don’t want to publicize how much they pay because it’s going to create resentment among organizational members. In certain labor markets, employers may have to pay higher salaries to attract the best talent, which could cause conflict internally if existing employees.</li><li>When you make compensation public it makes it easier for the competition to poach your employees.</li><li>Many employers also withhold salary information to give them more negotiation leverage with potential candidates as they advance to latter stages in a recruitment process – particularly as more jobs go remote. </li><li>Some companies also fear that if they list a salary band, all applicants will expect to receive the figure at the top end of that range, even if that figure is only reserved for the most qualified candidates.</li></ul>

Why companies don't post salaries in job adverts

Pay is a major factor in whether a candidate takes a job – or even applies in the first place. But for employers, the politics of making salaries public are complicated.

According to research from Indeed.com, 28% of candidates ghosted an employer during 2020, which is up from 18% in 2019.In a tough hiring market, ghosting puts companies in a rough spot. More than two-thirds of hiring managers say that candidates dropping off during the application process is a problem for their company.

Ghosted by a candidate

Two-thirds of candidates ghost potential employers because they found a job with higher wages or better benefits. This type of ghosting can even happen after someone accepts an offer.Another common cause of ghosting is poor communication: 51% of workers are frustrated with the lack of information. In addition, 38% say that employers are leaving them in the dark about where they stand as a candidate, and 30% are disappointed that employers aren’t acknowledging receipt of their application.

Why are the candidates ghosting potential employers

Companie experiencing ghosting should consider it a red flag that they need to reevaluate their hiring process. Communication very regularly throughout the process with the candidate, including the post-offer stage, is very important.They should also make sure their pay and benefits meet the market standards.

What companies can do

In a tough hiring market, ghosting puts companies in a rough spot.


This is why candidates are ghosting you

As we are about to finish another exhilarating and rewarding roller-coaster ride, we want to step back and reflect on the year behind. Reminding people of their mistakes doesn’t change their behaviour but gets everyone stuck in endless rumination.

Feedback is a journey into the future, not the past.

<ul><li>Focus on what’s possible versus on what’s broken is a more effective way to drive change.&nbsp;</li><li>Rehashing old incidents or putting too much emphasis on weaknesses doesn’t help.&nbsp;</li><li>We cannot change the past, but we can shape our future.&nbsp;</li><li>Sticking to our past — both successes and failures — gets people and organizations stuck.&nbsp;</li><li>Sticking to our past — both successes and failures — gets people and organizations stuck.</li></ul>

Don’t Get Stuck in the Past

Spotify ’ s team spend the most time on what might or should happen. Twice a year, managers and employees have development talks. They Prioritize helping people grow over appraising them. The 70–20–10 approach suggests spending 70% of the conversation discussing the future, 20% on the present, and just 10% of the time on the past.

How Spotify Builds the Future

The present is the only moment we can control. Visit the past, but don’t spend too much time or energy there. To grow, we must let go of both our mistakes and successes. Only when you are ready to abandon everything, you can focus on creating a better future.

Move On

Criticizing people doesn’t help them excel. Feedback should move employees forward not get them stuck in the past. Errors are lesson, not something to be ashamed of.

Your Team Wants to Grow, Not to be Reminded of its Mistakes

In large organizations, you don’t end up with thousands of people using the same words by accident. The patterns that show up across your company’s jobs show what you truly value.&nbsp;When your PR talks about work/life balance, but your team consistently advertises jobs that are work hard/play hard, your team is the one telling the truth.

The Hiring Language

It’s common to talk about company culture as a part of recruiting. Organizations spend significant time and money on shaping their employment brand. But however you try to spin it, the truth of your cultural environment shows up in the language that your team uses to communicate — especially when your entire company uses the same words.

Words Matter

Changing the words you use won’t change your culture overnight. But getting consistent and intentional about language does create accountability for teams to aim for the environment that you’re all aspiring to — and that’s the first step to getting there.

Consistent And Intentional

Let’s say that you collected 1,000 people together and gave them simple instructions: In one minute, everyone start singing your favorite song. It’s easy to imagine the resulting chaos. 1,000…

Why workers and employers are ghosting each other

Job Recruiting Is Getting More Like Tinder Every Day

Top 8 Backlink Strategies to Boost Your Traffic

How to Attract Top Tech Talent

The Unstoppable Power of WordPress

Brian Gomez