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Ghosted By Candidates? Here Are 10 Reasons Why & How To Fix Them

October 29, 2018 | Tommy Marzella

candidatesHalloween may only last one day - but the scary reality of losing out on top-notch talent is a year-long event for some long-term care and senior living providers. What's even more haunting? The workforce shortage in senior care is only expected to get worse. But have no fear. We've put together a list of the ten deadly recruiting sins to avoid. Are you committing any of them?

Here are the top reasons candidates go dark on recruiters.

1. They got another job

You waited too long to follow up, didn’t you? It’s often a case of the early bird gets the worm when it comes to hiring caregivers in long-term care and senior living. The community down the street probably reached out before you, secured an interview and the applicant took the bait.

2. They didn’t recognize the number you called from

When was the last time you answered a call from an unknown number? People prefer to be contacted via text message and studies show that 90% of text messages are read within three minutes. Texting candidates instead is an easy way to get their attention and eliminates the never-ending game of phone tag that often ensues.

3. You didn’t stand out

Most candidates apply to jobs in masse, so you need to make yourself memorable. Highlight what makes your community special on a dedicated careers page - whether that's your benefits, your perks, the awesome people that work there or a combination of all three. The application process is the first interaction many people have with your company. If you have fun with it, they will too.

4. They were a passive job seeker

You contacted a candidate that was job shopping and had no real intention of leaving their current gig. To combat this, HR departments should vet applicants based on those who share their mission and appear passionate about providing care, rather than attempting to hire anyone and everyone just to get people on the floor.

5. Your reputation precedes you

People talk. And employees who had a negative experience working for you will most likely tell their friends. Your applicant might have heard some not-so-good stuff about working at your community through the grapevine after applying.

Similarly, they might have decided to peruse your Glassdoor reviews and came across some feedback that didn't exactly paint you in the best light. Providers should constantly monitor their presence on review sites, respond to negative comments and recruit rockstar employees to leave positive reviews.

6. Your process wasn't transparent

Your candidate came in for an interview and you sent them on their way with no clear next steps. Hiring managers should keep candidates up to speed throughout the hiring process. If you can’t make a hire on the spot or need some time to consult your colleagues, give the candidate a timeline for your decision.

7. Your application was a snoozefest

60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity. Even if a candidate takes the time to complete the entire thing, they might have lost interest in your company because of your tedious application process. Online applications should take one to two minutes to complete and collect critical contact information, as well as last place of employment to derive if they have the proper certifications for the role.

8. Your job posting was inaccurate

Your posting said the position was 11a-7p, but then during the interview you confessed that you really need someone for the night shift. Or maybe you had advertised for a full-time caregiver, but you can now only offer the candidate part-time hours. It’s important to be honest and transparent in your job posting to build trust with applicants. Some communities even go so far as to disclose pay details in the posting since that's then one less thing to address during the interview.

9. The interviewer dropped the ball

Whether they are just having a bad day or fall flat on the personality scale, a bad experience during an interview can cause a candidate to opt out. Think of the interviewer as the face of the company. It’s crucial that this person is friendly, informative and makes a good first impression. Several providers train their interviewers so they are comfortable and effective at conducting them. Many have also begun training multiple people on the floor so someone is always available when an interested party walks trough the door.

10. Your benefits weren’t up to par

Your employee offerings need to be in line with what local retailers and neighboring communities bring to the table. Step up your game by offering flexible scheduling, healthcare options and other "extras" that today's workers want. Many organizations and retailers have begun offering perks like instant pay, gym stipends and more financial wellness initiatives aimed at improving the lives of hourly workers.

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About Tommy Marzella

Tommy Marzella is a Portfolio Marketing Manager for OnShift.

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