Aussie Job Seekers Demand Employers Stop Ghosting
In Australia, millions of job applicants report being “ghosted” by potential employers after interviews, a trend that has sparked concerns among workplace experts regarding its negative impact on candidates’ morale. A recent survey from job site Indeed revealed that nearly 90% of Australian workers have experienced this phenomenon, equivalent to approximately 12.5 million individuals.
One such individual is Yosi Sisaye, a 21-year-old university student from Melbourne. After completing an interview and a three-hour trial shift at a hospitality chain, he received no communication regarding the outcome, leaving him feeling frustrated. “It was disheartening,” Sisaye expressed, emphasising the effort he put into the application process and the expectation for reciprocal communication.
Despite the manager’s assurance that he would be informed about the job outcome, Sisaye never heard back. He acknowledged his own hesitation in following up but noted that the lack of response is disheartening, especially when candidates invest significant time and energy into presenting themselves professionally.
Currently, job seekers like Sisaye are navigating a competitive job market. With an unemployment rate of just 4.1%, the competition for jobs is fierce, contributing to an influx of applications and the potential for ghosting. Sisaye speculated that many businesses are overwhelmed with applicants, which may lead to communication breakdowns.
Indeed’s career expert, Sally McKibbin, explained that while ghosting isn’t a new occurrence, the term’s popularity has surged, drawing parallels with dating. She identified several reasons businesses may ghost candidates, such as shifting hiring needs, interview delays, or miscommunication among hiring managers.
McKibbin warned that ghosting can significantly harm a company’s reputation. “A simple follow-up saying a candidate was unsuccessful can have a lasting positive impact,” she stated. She urged businesses to recognise that poor communication not only diminishes their brand image but also affects the self-esteem and motivation of job seekers.
The Circle Back Initiative, launched during the pandemic, aims to tackle this issue by ensuring that job applicants receive timely responses throughout the hiring process. Additionally, individuals like Ricjohn Genoguin, a software engineer, have taken action by developing platforms like Ghostedd.com, which allows applicants to report companies that have ghosted them.
Looking forward, McKibbin advocates for increased transparency and accountability from employers, suggesting that technological advancements should facilitate better communication between recruiters and candidates. “It is crucial for companies to establish clear processes for updating job seekers, as it enhances their brand and supports candidates’ confidence,” she concluded.
As Australian job seekers continue to voice their concerns over ghosting practices, it’s clear that employers must reassess their communication strategies for the benefit of all parties involved in the hiring process.
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