Ghost Hiring Impacts Employer Brand

By Matthew Zinser, Insperity

“Ghost hiring,” which involves employers posting job opportunities online when there is no intention of filling the position, is a less-than-desirable recruiting tactic used to make the employer appear like they are a large, growing organization or to gather resumes for the position down the road. Unfortunately, the job candidate rarely receives a response or any communication for these ghost positions. No matter if the intentions are good, the practice can negatively impact the employer brand when implemented.

For Ulster businesses, it’s paramount to uphold ethical and transparent hiring practices. Whenever businesses ghost candidates, job applicants can feel frustrated, which damages the employer’s reputation and the business’s future recruitment initiatives. A best practice is to only post positions with the intention of hiring applicants. It is important to note, however, you are not ghosting candidates when an offer is retracted or when a job is posted, then you experience a hiring freeze. Businesses will experience unforeseen changes.

Instead of resorting to ghost hiring, Ulster businesses can adopt the following strategies to engage potential candidates and expand their talent pool:

Leverage Networking Opportunities

How we network today has evolved tremendously. Social media networking is essential for hiring, but networking in person, whether it is a Chamber, community or professional event, these avenues can help ensure talented individuals remember you when they begin their next job search.

Encourage Employee Referrals

Employee referrals are important for you to deepen your talent pool. Since employees are already familiar with your organization and its culture, they are more likely to refer candidates who will fit in well with the team and reflect positively on them as employees.

Focus on Skills-based Hiring

Emphasizing required skills rather than traditional qualifications in job descriptions is more inclusive and, in turn, can attract a more diverse pool of candidates. This approach ensures candidates with relevant skills are considered regardless of their background.  Recruiters can expand their talent pool by building connections with non-traditional candidates.

Utilize Contingent Workers

Building a contingent workforce of part-time workers, freelancers and independent contractors can serve as a well-qualified group to recruit full-time talent. Your contingent workers are aware of the organization, making it easier for them to fit into open full-time roles. Begin an open discussion about their willingness to take on additional duties once opportunities arise.

Explore Internal Talent

Your existing team may possess the skills to take on a new position successfully, so it is important for you to keep the lines of communication open between leadership, managers and recruiters. Encouraging internal mobility fosters employee development but also strengthens the overall organizational culture.

Regardless of the recruitment approach, employers must be transparent about their intentions. For our local business community to thrive, we must maintain trust and transparency so we can attract and retain top notch talent.

Matthew Zinser is a business performance advisor with Insperity, a leading provider of human resources and business performance solutions. For more information about Insperity, visit www.insperity.com or contact Matthew directly at matthew.zinser@insperity.com or 646-285-5585.