By Greer Campbell
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October 25, 2023
In honor of spooky season, there is one ghoul that has no kryptonite in the realm of HR…Ghosting. As HR professionals, we’ve all been there. You set up an interview with a stellar candidate on paper, join the video call 10 minutes early to ensure professionalism, and wait. 5 minutes. 10 minutes. Anxieties and frustrations rise. Your mind goes to the negatives; “How dare they waste our time!” “They were probably trying to scam us.” “Better now than later!” In today’s professional world, today’s job market, jumping immediately to the negative will only hurt your process and company in the long run. The world of work is changing, and we must take all the steps before diving headfirst into cynicism. So, You’ve Been Ghosted…What’s Next? Let’s start with an example: Molly, a Houston resident Software Engineer, is set up with an interview for your open role. Her background and skill sets look like a perfect fit. Scheduling the interview via email was fast and promising. The calendar invite went out, Molly accepted it, you’re moving right along. The interview comes, you and your colleague wait 10 minutes after Molly’s call time, but alas, no Molly. So, what comes next? Your impulse may tell you to scratch her from the running. You don’t need to follow up, she was the one who ghosted you! No excuse will suffice, you’re onto the next one. But what if Molly did have a viable excuse? What is Molly works from home and her power went out last minute? What if Molly is a single mother and her child’s school called with an emergency? Next time, and there will be a next time, fight the impulse and try to take the following or similar steps: Give your candidate a call! Technology, as advanced as it’s become, continues to glitch, and give users issues. Your candidate may be frantically and desperately trying to login and experiencing difficulties. Send a follow up email. There is a reason you and your team were so thrilled about the candidate. Giving a candidate grace, sending a “We missed you on the interview, willing to reschedule?” note can go a long way in not only working toward the perfect match for the role, but the candidate will see that you’re a company that values and understands people’s experiences. Even if the no-show is a deal breaker, don’t let the relationship obliviate. Your candidate no showed and now has been removed from consideration for the role. Even though they did not offer you any reasoning, sending an email explaining your reasoning will round out the process, with you and your organization taking the high road. It may be Halloween time, but reactions and impulses don’t have to be a nightmare. For more guidance or information, visit www.diverse-talent.com