According to the study “Hiring intentions for the second semester of 2023”, prepared by the human resources software Pandapé, the abandonment of 44% of the applicants during the selection process is positioned among the main difficulties in attracting talent. To a large extent, this makes it more difficult for 71% of Mexican companies to fill open vacancies due to high turnover.
How to avoid workplace ghosting?
The expert consulted points out that it is important to maintain open and transparent communication. Candidates must be respectful and notify the company if they are not interested in continuing with the process, and companies must provide feedback and keep applicants informed of the status of their application.
A common bad practice of companies is that they do not provide feedback to applicants and simply “disappear”, leaving most applicants wondering why they did not stick with the position they applied for. In this regard, Macías advises not to see this phenomenon as an act of revenge.
“We shouldn’t respond to ghosting with more ghosting,” he says. Instead of ignoring the communications, he suggests a different approach: “Let the recruiter know we’re not moving forward and, if possible, recommend other colleagues for the position.” action not only shows ethics, but could open doors in the future”.
José Luis Aguilera, ManpowerGroup’s Right Management leader, agrees with him, assuring that effective communication can help create a positive experience for both candidates and companies involved in the selection process.
“Asking clear questions during the interview process is essential to understand the real expectations of the candidate and how they fit with the culture of the organization,” says Aguilera. In addition, she recommends that candidates avoid going overboard in three simultaneous selection processes to maintain effective communication with companies and avoid candidate burnout.
This is not minor if we take into account that more than 70% of the companies in Mexico affirm that contracting times have lengthened in the last two years, following the data from the Pandapé report.
Both specialists emphasize that abandonment in these processes does not depend only on the number of applications, but on the effective strategy in the search for employment.
“We should not be sending our CV as if they were flyers. The four questions we must ask ourselves to define a clear objective are: What type of position am I looking for? In what sector do I have experience? Am I willing to change residence or travel What are my economic claims”, says Macías. The answers will help define a specific objective and identify positions that align with the profile.
In line with these tips, José Luis Aguilera stresses that the key lies in the clarity of interests. “The person must identify where he wants to go and in which sector he is focused. Transparent communication during the job search and selection process is essential to avoid misunderstandings and contribute to a more efficient process,” he concludes.