“Ghosting”…It’s Not Just for Dating Anymore – By Melanie Burns, Senior Executive Recruiter

Melanie Burns
Ghosting

This might be the best job market ever. According to U.S. Secretary of Labor Alexander Acosta, “Never before have we had an economy where the number of open jobs exceeds the number of job seekers.”  This means workers have a newfound advantage. Job seekers have more employment options and opportunities and therefore, more power over organizations and they know it.

Because of this candidate-driven market, we’re seeing a new trend. Many job seekers are simply vanishing from potential employers even if a formal interview was scheduled. In addition, some employees are pulling the disappearing act on their current employers by failing to show up for work without notice. If this has happened at your organization, you’ve been “Ghosted.”  

Companies are learning that the term “Ghosting” is no longer exclusive to the world of dating. It has crossed over into the job market. It’s no longer unusual for prospective employees and current employees to vanish, cut off all contact, and go silent.

Some examples of “Ghosting” include:

  • Failing to show up for scheduled interviews without proper cancellation
  • Accepting the job but failing to report to work on the agreed upon start date
  • Quitting without giving an appropriate resignation and notice period
  • Failing to show up for work

How can senior living organizations adapt to these current labor market conditions in order to prevent potential employees from vanishing or “ghosting” them?

  • Encourage open & honest communication throughout the hiring process and beyond
  • Examine your company’s culture…Is it a great place to work?
  • Get to know your candidates better. Find out what motivates them– treat them as people and not just as job candidates.
  • Speed up your hiring process. Time kills deals. Right now, candidates are winding up with multiple offers and are out of the job market faster than ever before.
  • Remain in touch with candidates while they fulfill their notice period with their current employer. A lot can happen during that length of time.
  • Invite them for a team meet and greet prior to their start date.
  • Be prepared for your new hire’s arrival. Have a warm welcome in place and ensure they have the proper tools needed…company email address, mobile devices, employee handbook, etc.
  • Provide a thorough orientation, onboarding, and training process.
  • Check-in frequently with new hires– give them feedback on their performance and ask them for feedback as well.

While job candidates are now in the driver’s seat, they should think twice before ghosting any company. It’s better to take the high road and at least email or text why the position isn’t a match or that another job offer was accepted. Being respectful and having good manners will often keep the doors open for future opportunities.

 

ABOUT MELANIE BURNS

Melanie Burns

Melanie Burns is a Senior Executive Recruiter with MedBest and serves as an expert in Succession Planning.  She is responsible for the full-cycle management of executive searches, including account management, client consultation, and overall execution of searches for top Senior Living Executives.

Melanie brings 3 years of experience in long-term care to MedBest. This ignited her passion for senior care and ultimately for recruiting top talent within this niche. It also prepared her for recruiting long-term care executives and how to help them transition to a new opportunity.

Melanie earned her BS degree in Business Management and Marketing from Florida State University, Tallahassee, Florida, and was active with the Collegiate Entrepreneurship Organization.

Area of expertise:  C-Level Executives (CEO, COO, CFO, CNO, CIO), Accounting, Finance, Reimbursement, Regional Directors & VPs (Operations/Clinical/Sales), Executive Directors, Nursing Home Administrators, Sales & Marketing/Business Development, Directors of Nursing (DON), and MDS Coordinators, Not-for-Profit, Skilled Nursing, Assisted Living, and Continuing Care or Life Plan Communities (CCRC).

Contact Melanie Burns, Senior Executive Recruiter at mburns@medbest.com(727) 316-6713.

 

ABOUT MEDBEST

long term care recruiters MedBest is a nationwide senior living executive recruiting firm that was established by Julie Rupenski in 2001.

We specialize in recruiting top executive talent for all types of senior living facilities across the US including Assisted Living, Continuing Care Retirement Communities, Independent Living, Memory Care, and Skilled Nursing HomesFor more information, visit www.medbest.com, contact us at 727 526-1294, and follow us on LinkedIn, Facebook, and Twitter.

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