Younger job seekers are getting a reputation for ghosting workplaces even after they have landed a job, leading some employers to overlook Gen Z candidates entirely, a new report has found.
Previous research has found Australian job hunters are increasingly being ghosted by recruiters and companies during the application process.
But a survey conducted by Resume.org found this goes both ways, with HR managers reporting younger people especially are regularly disappearing during the interview process, after being offered a job, or even after working a few days.
The survey of 1,115 hiring managers in the United States found more than half had been ghosted by a Gen Z candidate after extending a job offer to them, and nearly one in 10 said they no longer considered hiring Gen Z workers because of this.
Around 90% of those surveyed said Gen Zers — those born roughly between 1997 and 2012 — were more likely to ghost than other age groups.
Who’s to blame?
The increase in ghosting by candidates may be due to how easy it is to apply for a job now, according to Stephen Langhammer, a director at Australian recruitment firm Robert Half.
“Applying for jobs takes minimal effort, often just a few clicks, meaning Gen Z candidates may apply somewhat indiscriminately, without thorough company research or a full understanding of the position,” Langhammer said.
Fellow Robert Half director Tom Ward said he had seen some Australian Gen Z candidates ghost an employer, mostly in IT support and junior to mid-level development.
He said organisations needed to speed up the hiring process in order to avoid this happening.
“Quality tech candidates are still highly in demand and can secure roles quickly,” Ward said.
“If the turnaround time between submitting an application and receiving a call is too long, the candidate may have secured a role elsewhere and not respond.
“It’s common for job advertisements to remain active for two to three weeks before applications are even initially assessed, which is too long.
“Similarly, the duration between interview stages also needs to be condensed.
“Prolonger recruitment processes inherently increase the risk of losing desirable candidates, either to competing offers or diminishing interest.”
Bad reputation risks ‘long-term talent gaps’
The Resume.org survey found more than a quarter of those who had been ghosted by a Gen Zer experienced it after the candidate had accepted the offer but before they had completed the necessary paperwork.
Meanwhile, 26% said it happened after the contract was signed but before the employee showed up for their first day.
Nearly 30% said a candidate had shown up for a few days or weeks and then disappeared without a word.
Many of the young ghosters did so after the initial outreach or after an interview, the survey found.
This had a significant impact on workplaces and on the reputation of young job candidates, the report said.
Two-thirds of those surveyed said a candidate who ghosted them had made the hiring process more difficult.
Image: Resume.org / Supplied
Nearly half of the hiring managers said the experience of being ghosted had decreased their trust in younger candidates, and more than a third said they were now more in favour of older applicants.
“Giving up on Gen Z candidates is a risky move; they are the future of the workforce,” said Resume.org’s head of career advising, Kara Dennison.
“Writing off an entire generation not only shrinks the talent pool, but it risks age bias and long-term talent gaps.”
To avoid those situations, organisations needed to rethink the hiring process, Dennison said.
“To reduce ghosting, companies need to reevaluate outdated processes, such as slope timelines, poor communication, or unclear expectations,” she said.
“Gen Z is more likely to commit when they experience authenticity, speed, and mutual respect.
“Instead of resisting change, organisations should adapt and use this opportunity to build lasting loyalty.”
This post first appeared on InformationAge. You can read the original article here.
