Reneging and ghosting are costly inefficiencies in recruiting. Here are practical adjustments you can make to improve your outcomes.
If there’s one word that’s more urgent than ever for recruiting teams today, it’s efficiency.
With leaner teams, slimmer budgets, and an unpredictable market, every hire matters. So when a candidate reneges on an offer, or ghosts late in the process, it’s more than just disappointing—it’s a direct hit to efficiency. And while it’s easy to blame the candidate, sometimes the real issue lies within the recruiting process itself.
Here are practical adjustments you can make to reduce reneges and ghosting, and protect your efficiency.
How can more compelling employer branding reduce reneging?
High-quality talent is less likely to renege when they feel aligned with your values and excited about your culture. Infuse your employer brand throughout your hiring funnel so candidates can see themselves joining your organization. For example:
- You won’t fill the top of your funnel with quality candidates if you haven’t caught their attention before your competition has. Consider early identification tactics to build awareness and trust earlier in the campus to career journey.
- Encourage employees and interns to post on the Handshake social feed and share their authentic, real testimonials and examples of work life.
- Build out your Handshake Brand Page to highlight your benefits, culture, and opportunities.
- Host hiring events that attract top talent and add value to the candidate experience, like resume review workshops or alumni panels. Post-offer, invite them to new-hire events, or informal team gatherings so they can start networking.
When candidates have started to build relationships and can envision themselves thriving in your organization through real-life stories, they’re less tempted by other offers—and your recruiting funnel becomes more efficient.
Continue Reading: https://joinhandshake.com/blog/employers/reduce-reneging-keep-candidates-engaged/