We’ve successfully overcome the struggles of The Great Resignation and we’ve addressed the silent menace of Quiet Quitting but there’s a new scare lurking around dark corners. Ghost jobs! This boo-worthy phenomenon is evil enough to frighten away true talent. They’re not hard to sense or detect because you’ll find them right under your nose even on the most popular job boards.
What are ghost jobs? What’s with all the scare? And are they really a hiring haunting?
Ghost jobs are essentially job listings for positions that aren’t truly available. These openings are posted with the intention of hiring; just not immediately. Although the practice is not always malicious, it can be misleading, bringing harm to job seekers and company brands.
So, despite everyone trying to shoo away this spooky practice, why are companies still putting up these fake postings? Clarify Capital surveyed more than 1,000 managers and revealed that 50% of hiring managers created job openings to keep a talent pool “ready and available.” Others believe that this strategy will help combat high turnover (more quickly). And then there is the popular belief that putting up more job postings gives an impression of a growing company.
However, the presence of countless fake postings is beginning to take a toll on job seekers. Forbes reveals that the discontent among job seekers is evident on LinkedIn, which is inundated with infuriated job seekers who are ‘ghosted’ after completing lengthy application processes.
If you’re looking for ways to remain transparent and broaden your applicant pool without using any misleading recruitment practices, here are some practical steps to follow easily.
Exorcising Ghost Jobs: Adopting Better Recruitment Strategies
Create a General Talent Pool
One of the best ways to have a broad talent pool is to direct job seekers to your company website or career portal. Set up a section on your careers page where interested candidates can submit their resumes for future consideration. While job postings are specific to a position or requirement, a general talent pool will allow better flexibility and invite a wider range of talent and skills.
Identify Talent Through Internship/Training Programs
Most companies offer annual internship and training programs to young graduates. It’s a great way to offerexposure to younger talent and, similarly, a great opportunity for managers to gauge and identify talented candidates who’d serve as good additions to the company.
Be True to Your Brand Image
Be an employer of choice. Become a company that values honesty, responsibility, and transparency. Appreciate the efforts job seekers put in while applying for vacant positions in your company and don’t leave them playing any guessing games. If their skills don’t match up to your requirements, let them know politely and professionally – inviting them to apply again to future openings. And, as for positions that have been successfully filled, make sure you responsibly remove them from all listings to avoid any confusion.
Manage Evergreen Postings
Evergreen postings are job listings that are kept open for longer periods. These usually include those jobs that have high turnover rates. Some examples include various positions in sales, hospitality, and nursing. By keeping these positions open on your website or career portals, you will have a ready pool of applicants in case a need arises.
Leverage Your Partnerships
A good manager will have a broad talent pool available. But a smart manager will have powerful relationships and a wider talent pool source. Leverage your partnerships with trusted recruitment agencies and consultancies to screen through their pool of available resources and provide you with the right candidate for the right job.
Keep the Ghosts at Bay
Don’t spook your candidates away. Banishing ghost jobs from your recruitment process isn’t just good karma – it’s good business! Be responsible and transparent in your hiring process. Your goal should be to attract valuable talent without wasting time and effort. And by putting the above strategies in place, you will benefit from having a broader and ready-to-use talent pool.
Crosworks works closely with organizations and helps them attract and retain top talent by giving them the tools to chart a path of goal-driven development within the organization. Our Maximize Your Talent (MYT) program is aimed at ensuring that the right talent meets the right opportunities to ensure continued personal and company growth. Contact us now to schedule a free consultation to learn about how your company can benefit from our MYT program.