HR Question:

It’s a tough market right now! It feels like every time we find the right candidate and extend an offer, candidates will accept the offer but then ghost or decline before their first day. What can I do differently to ensure my candidates stop ghosting after accepting an offer?

HR Answer:

So, your offer was accepted and a start date for your new hire has been established – congratulations! Unfortunately, the phenomenon of candidates ghosting or changing their minds before a start date has become even more frequent in today’s market. Despite accepting an offer of employment, candidates are still entertaining counteroffers and continue to interview even though they may have signed an offer letter and completed a background check and drug screen. “Yes” no longer means “accepted” until a new hire shows up on the first day.

In 2023, Indeed’s Ghosting in Hiring Report found that 43% of employers have had a candidate ghost them, up 3% from the prior year’s survey. So how are hiring managers and recruiters supposed to reduce the chance of a candidate ghosting after accepting an offer?

Prepare to Spend the Time (and Money)

With the current labor shortage, employers are competing for many of the same candidates. Since we are faced with a candidate-driven market, employers have to think about how to engage with new hires (pre-start date) differently.

What does that mean? Most likely – more time and more money. But before you click away from this article, consider this: a recent benchmarking analysis from the Society for Human Resources Management (SHRM) found that the average cost of a hire is $4,700, but when factoring in time, the impact to productivity, the emotional toll on the team, and the cost of competition, the true cost of hiring could be up to three or four times the employee’s salary.

By investing in building and nourishing the candidate’s experience with the company, recruiters increase the chances of acceptance of the offer, reduce the time and money costs to the team, and create a hard stop on the job search front. Small up-front costs, like a welcome basket with company swag sent to the new hire’s home before the start date or taking them out to lunch or dinner to meet the team ahead of time, can be a welcoming touch to encourage staying on board.

Define Position Requirements

For the candidates who may be hesitant about making a change, talent acquisition professionals can assuage concerns by addressing the anticipated longevity of the role upfront. Or, even better, address the state of the business and any potential challenges facing the company. Candidates’ interest and comfort level may increase if they understand the role is open due to an increase in business or growth of the company.

Another tip to avoid candidates ghosting after accepting your offer is simple: be honest. Highlight the pros and cons of working for your organization. For example, if the position requires a certain percentage of travel, be clear about that from the beginning. Also, educate candidates on the key performance indicators they will be measured on. The objective is to give candidates a realistic picture of what it will be like working in the role and working in your organization, making them feel comfortable and more confident in their decision to make a move.

Provide Pay Transparency

According to Indeed’s Ghosting in Hiring Report, 41% of candidates surveyed state that better pay transparency in the hiring process would have prevented their ghosting. Pay transparency provides long-term benefits for the employer as well. Beyond pay equity, pay transparency leads to increased job performance and satisfaction, trust, and retention. How you compensate your employees speaks to how much you value them. When employees feel valued by their organization, it increases employee engagement.