A staggering three-quarters of job seekers have been ghosted by a company after a job interview, according to a recent global survey. And employers openly acknowledge that they do it. Only 27 percent of U.S. employers surveyed by job listings site Indeed said they hadn’t ghosted a candidate in the past year.
Executive Summary"Perhaps an empty chair in the recruiters' office for every ghosted applicant might be useful" to ensure that carriers are constantly thinking about the impact that ghosting has on job candidates, suggests PDT Global's Angela Peacock. Here, Peacock sheds light on the consequences of such actions that include impairing candidate mental health, hurting carrier reputations and damaging DEI efforts.
Yet the damage ghosting can inflict on a company and its brand can be far-reaching—and risks undermining the diversity, equity and inclusion (DEI) activity that is a key priority for today’s insurance industry leaders.
Of course, recruiters often complain of being on the receiving end of ghosting themselves from candidates who fail to return calls, prioritize a competing interview invitation or even ignore a job offer. The “Great Resignation” and post-pandemic labor shortages have seen these practices increase as applicants have their pick of roles.