The cost of silence
1 Reverse ghosting
We hear recruiters complain about candidates who “ghost” them at the end of the process, but we forget that the opposite phenomenon is an almost institutionalized practice on the employer side.
According to Indeed, 44% of candidates wait more than two weeks before hearing back (2). For those who wait, this silence is perceived as a blatant lack of consideration for their efforts.
When in reality: Operational emergencies, multiple approvals, lack of tools -> uncomfortable follow-ups are postponed -> measurable impact on the candidate experience.
Obviously, if the manager doesn't know why they are rejecting the candidate, the recruiter won't be able to give specific feedback. But that's another issue that we'll address in another article.
2 Times when silence hurts
- After the application
- Between interviews
- During the final wait
Among the moments when a candidate may also feel that they are being ghosted by the company is between interviews, when the candidate is left without any news about the next steps. Or the moment that occurs while waiting for the final answer, when several days or weeks pass before the decision is sent.
To eliminate this feeling in a candidate, make sure they always know in advance when you will get back to them. Even if it's just to say that you need three more days, this sign of life maintains the candidate's respect.
► By being honest about your deadlines and criteria, you transform an agonizing wait into a strong bond of trust
3 Cost
Have you heard the story of Virgin Media? They realized they were losing $5 million a year because candidates who were disappointed with their recruitment process canceled their subscriptions and told their entire network to do the same (1). This is no longer a matter of politeness, but a direct investment in protecting your reputation and your wallet.
To bring it down to a more individual example, let's do the math for an administrative assistant recruit with a salary of $42,000/year. If the position remains unfilled for 3 months, the cost of the vacancy is estimated at between $8,000 and $12,000. The more strategic the position, the higher these costs will be.
When you have to turn someone down, remember that even if they're disappointed, candidates who feel the process was fair are more likely to accept the decision. MyRHLine tells us that 27% of people stop buying a brand's products after a bad candidate experience (6).
► The consequences go beyond your reputation with candidates; they can also impact your reputation with your customers.
Turn your rejections into a referral tool
1 Feedback schedule
| Stage of the process | Recommended timeframe | Format |
| Resume rejected | 48 hours max | Short but personal email |
| After first interview | 3-5 days | Personalized email |
| Finalist (second or third interview) | 48 hours max | Phone call |
The runner-up candidate could be the person you hire in six months for another project, or someone who is part of a very closed circle of experts where everyone knows each other. In these networks, your reputation depends on how you treat those you don't hire.
Calling finalists allows for dialogue and questions and leaves an impression of respect.
2 Why make this effort?
- To protect your employer brand
- To create a pool of interesting candidates for future needs
When you take care of the end of the process, you create a pool of experts who will be ready to come back to you in a few months or promote you to their peers. - To lower future recruitment costs
Either through the pool or through a recommendation from a previous candidate - Document your decisions
For the recruiter, it also ensures that decisions are documented in a fair and transparent manner. According to a study conducted for Talent Board, specific feedback increases the recommendation score by more than 50% (5). It also provides protection in the event of an appeal.
72% of people actively share a bad recruitment experience online (4).
3 How
Instead of a blunt, standardized rejection, explain the specific factor that tipped the scales. Was it more specialized industry expertise? Specific technical skills? This level of detail transforms disappointment into understanding on the candidate's part.
3 elements to include :
- Acknowledgment (thank you for the discussions)
- Clear decision (announcement of the decision immediately)
- Specific reason (just one, not a list)
| No | Yes |
| We found someone more qualified |
For this position, we were looking for someone with advanced mastery of [software/method X] to start a project in the first week. You have a good foundation, but we needed someone who could train the team from the outset. |
| It wasn't a good fit with the team |
Our team operates in a very agile environment, with a lot of ambiguity and rapid change. From our discussions, we felt that you prefer more structured and predictable frameworks, which is perfectly legitimate, but less aligned with our current reality. |
Next steps: embody your promise to build buy-in
The words you choose, whether to announce a difficult decision, explain an internal transformation, or highlight a unique career path, make all the difference. They can make people remember, make them buy in, but above all, these words will leave a lasting impression.
Mastering the candidate experience is a strategic skill that requires knowing how to turn raw information into an authentic narrative. What we have just explored is only one piece of the puzzle when it comes to attracting and retaining the best talent.
To learn how to bring your employer promise to life at every stage of the candidate experience, you can find details of our program here:
➡️ Candidate experience: transforming every stage to better attract and retain talent
It enables you to:
- Rethink the candidate experience at each stage of the recruitment process in order to better capture the expectations of talent
- Identify and correct friction points that undermine the attractiveness of your candidate journey.
- Strengthen your employer brand by establishing clear, consistent, and authentic communication throughout the recruitment process.
- Create effective onboarding programs that extend the candidate experience.
- Lay the foundations for a sustainable talent retention strategy through a harmonious employee experience from the outset.
Sources :
(1) Yaggo - Comment Virgin a chiffré le coût d’une mauvaise expérience candidat à 5 millions de dollars par an
(2) Indeed - Are candidates falling into your HR “black hole?”
(3) et (5) ERE -12 Key Takeaways from the 2024 Candidate Experience Benchmark Research
(4) Careerarc – The applicant journey
(6) my(rh)line - Expérience candidat : définition, enjeux, FAQ et bonnes pratiques
