It’s time for the festive Masked Recruiter to get another airing.  I didn’t expect that after all these years of writing about Candidate Experience, I’d still be hearing tales that would make my toes curl.  Red and white Naughty Elf socks et al.  Yet here I am, cinnamon candle burning, listening to the Christmas movie channel for inspiration and wondering how I can fix ghosting.  If only I was the fairy on top of the tree, I could employ seasonal magic.  But reality kicks in every time, just like being voted off Strictly.

The new kids on the block seem to be the candidates who simply don’t show up to interviews, despite confirming their availability and they’re challenging my networks right now.  All too often they’re affecting other candidates (who could have been shortlisted in their place) as well as employers.  Then there are the ghostly (no I didn’t say ghastly) researchers, headhunters and recruiters who engage enthusiastically with candidates, raise expectations, demand an updated CV at speed and then play “hide and seek”.  I’m confident that these aren’t people from my own network by the way, because I only know great headhunters and recruiters who are good at what they do.

I’m puzzled that ghosting has become such a popular recruitment activity; it’s so time-wasting for everyone involved.  There are so many alternative ways to research the market and who doesn’t respond positively to a call which begins with a compliment?  Most professionals are happy to chat about their knowledge, their values and their expectations, without being promised an interview.  Some people may be happy to share their CV in exchange for market insights.  All this, and not a ghost in sight.

There are great candidates in my network who’ve been ghosted after interview.  Mostly they pick themselves up and start over to the tune from Ghostbusters because they are great human beings, as well as candidates.  It doesn’t take much more than a conversation to turn a ghastly recruitment experience into a good one.  Why has giving feedback become so difficult?  After all, most candidates accept that they’re competing with others once shortlisted.  All they need is a prompt, helpful and accurate debrief.  Most people recognise how well they did and just seek reassurance that their reputation is untarnished or how they can learn from the experience.

In sectors paying above the living wage as a minimum, we are experiencing the impact of a candidate rich market.  It seems that there are still shortages of talented people to fill vacancies throughout the UK.  Employers are adapting and making their processes slick and easy to navigate, yet they are still being ghosted by candidates who simply don’t show up for their interviews without explanation.

Observers are saying that technology is making it too easy for candidates – trouble-free application processes, painless interview scheduling and text message reminders at every stage.  Then there’s the suggestion that there’s less engagement with video interviews, making “no shows” inevitable.  What are your views on these “easy come, easy go” ideas?  Are candidate “no shows” affecting your business?  Are candidates less engaged with video interviews?

It won’t surprise you to read that for me recruitment is all about great communications.  How you engage with (and influence) your audience – images, words and stories.  Employers, recruiters and candidates all have a role to play in making the story a good one and a positive experience for all.  It’s time to be present and do what we say.  Let’s encourage each other to remember our manners; to call or message when we say we will; to be where we’re supposed to be; to apologise rather than hide.  It’s time to revive the recruitment conversation, Let’s talk.