In the UK’s bustling job market, ghosting has become a familiar spectre. Interestingly, around 76% of jobseekers have felt the chill of being ghosted by employers. This silent treatment raises concerns about its impact on careers. Yet, it appears the feeling is mutual—61% of jobseekers are perfectly fine with ghosting employers in return.

But here’s where it gets particularly interesting:

• C-suite executives experience ghosting the most, at a staggering rate of 95%.
• Followed closely by mid-managers at 84%, and team leaders at 67%.
• Even new starters aren’t immune, with nearly half (48%) reporting instances of ghosting. (source).

Before 2022 hit, a whopping 78% of job hunters admitted to ghosting an employer. It’s not just an occasional occurrence; it’s a common practice. Employers feel the impact too, with 77% acknowledging they’ve been ghosted by candidates. (source)

Now, let’s talk about the security industry. Known for its emphasis on clarity, trust, and timely communication, this sector is starting to see an uptick in job ghosting. Whether it’s an employer or a candidate dropping off the radar, the result is the same: confusion, frustration, and operational hiccups.

Cost of Job ghosting for Employers

For security employers, job ghosting isn’t just an inconvenience

Hence; it’s a direct hit to operational efficiency and safety. Here’s how it affects:

• Operational Delays: Every ghosted position is a project waiting to happen, a shift that’s not covered, or a client left waiting.
• Financial Strain: Restarting the hiring process means more ads, more interviews, and more time—all adding up in costs.
• Team Impact: Overworked current staff cover gaps, potentially leading to burnout and lowered morale.
• Client Trust: In security, reliability is everything. Ghosting can shake clients’ confidence in your ability to deliver.

In short, ghosting costs firms time, money, and trust. Addressing it isn’t just beneficial—it’s essential.

Why It Happens

The security industry, with its unique demands and pressures, faces its own set of challenges when it comes to job ghosting. Here’s a deeper dive into why candidates might suddenly disappear:

• Better offers: Candidates might ghost if they receive a more appealing job offer elsewhere.
• Lack of engagement: A cold or impersonal hiring process can leave candidates feeling disconnected, making it easier for them to vanish.
• Communication gaps: Sometimes, it’s as simple as missed emails or calls that lead a candidate to assume there’s no interest.
• Overwhelm: The fast-paced nature of security work can lead candidates to ghost if they feel overwhelmed by the job scope or hiring process.
• Unclear job expectations: Ambiguity about the role or responsibilities can cause candidates to reconsider their interest.
• Delayed hiring processes: Lengthy or drawn-out hiring timelines may frustrate candidates, pushing them to seek opportunities with quicker response times or more efficient processes.
• Competitive market dynamics: In a market where skilled security professionals are in high demand, candidates may ghost if they perceive a lack of competitive edge, such as salary, benefits, or career development opportunities, in the offers they receive.

Understanding these motivations can guide security employers to adapt their hiring strategies, ensuring both parties remain engaged and informed throughout the process, thus reducing the incidence of ghosting.

Ghost-Busting Tactics for Employers

Preventing ghosting starts with understanding its root causes and implementing strategic solutions. GuardPass understands the challenges you face, including the all-too-common issue of job ghosting. We’re here not just to highlight the problem but to offer concrete solutions and tools to mitigate its impact on your operations.

Transform your hiring strategy

The first step in combating ghosting is to look at your hiring process through a new lens. It’s about creating an environment that values transparency, engagement, and respect—qualities that can significantly reduce ghosting incidents. Here’s how to make that shift:

1. Personalise Your Communication: Treat candidates as individuals right from the start. Use their names in communications and show genuine interest in their qualifications and career aspirations.
2. Set Clear Expectations: From the outset, be clear about the hiring timeline and what the next steps will involve. This clarity reduces uncertainty, one of the key drivers behind ghosting.
3. Prompt Response System: Develop a habit of quick responses. Whether it’s a confirmation email, an update, or a next-step notification, timely communication can keep candidates engaged.
4. Feedback Loop: Even if a candidate isn’t the right fit, provide constructive feedback. This practice builds respect and may prevent candidates from ghosting out of frustration or lack of closure.

Solving the problem with GuardPass

At GuardPass, we’re committed to transforming the hiring experience for security employers by offering tools that go beyond conventional practices. Our tools include:

Video introductions:

Gain early insights into candidates’ communication skills and personality through video intros, enabling more informed assessments.

Detailed candidate profiles:

Access in-depth information on candidates’ employment history and qualifications, ensuring a perfect fit for your needs.

Qualifying questions:

Filter candidates with role-specific questions, allowing only the most suitable applicants to proceed.

These features are designed to minimise ghosting by fostering better matches from the outset and maintaining engagement through transparent and efficient communication. Get started now & make your hiring process better.

Ready to use templates

Understanding the need for quick, effective communication, GuardPass offers a solution: easily accessible templates for employers. This approach, along with our vibrant community of active job seekers, significantly diminishes ghosting, streamlining your recruitment process for efficiency and clarity.