We’ve all been there. You think you have the perfect candidate, they have everything you’re looking for, they schedule an interview, and then – ghost. Or worse yet – they accept a job offer and then either no-call no-show or work a day or two and then – ghost. So how can you reduce this relatively new and ever increasing phenomenon?
Using a third-party recruiter can be a helpful strategy for employers who want to reduce the likelihood of being ghosted by potential candidates. A third-party recruiter is a professional who is hired by the employer to find and screen potential candidates for job openings.
One advantage of using a third-party recruiter is that they can often provide additional support to the candidate throughout the hiring process. Recruiters can answer candidates’ questions, provide feedback on resumes and interview performance, and help manage communication between the candidate and the employer.
By using a recruiter, candidates may also feel more comfortable declining a job offer or withdrawing from the hiring process. Candidates may be more likely to be honest with a third-party recruiter, who they may view as more neutral than the employer, and feel less anxious about rejecting an offer or communicating their decision.
Another advantage of using a third-party recruiter is that they can often help employers identify and target high-quality candidates who are more likely to be interested in the position. Recruiters often have access to a larger pool of candidates and can use their expertise to identify individuals who are a good fit for the company culture, have the necessary skills and experience, and are likely to be interested in the job.
Recruiters can also help employers manage candidate expectations and provide a realistic view of the job and the company culture. This can help reduce the likelihood of candidates dropping out of the process due to lack of clarity or information.
Finally, using a third-party recruiter can save time and resources for employers. Recruiting can be a time-consuming and expensive process, and using a recruiter can help streamline the process by providing access to a larger pool of candidates, managing the hiring process, and reducing the burden on internal hiring teams.
In conclusion, using a third-party recruiter is a powerful strategy for employers who want to reduce the likelihood of being ghosted by potential candidates. Recruiters can provide additional support to candidates, help identify high-quality candidates, manage candidate expectations, and save time and resources for the employer.
