How To Avoid Getting Ghosted By Your New Hire

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There’s one nightmare that almost every recruiter has lived through: when that new hire, the perfect candidate that’s an amazing culture fit, total subject matter expert, and has never failed to refill the coffee machine ever at work, doesn’t show up.  Panicked phone calls and voicemails are left unanswered, and their LinkedIn profile shows a different title and company than the last time it was checked. The recruiter just got ghosted.

 

Ask any recruiter, and they’ll all agree:  a hire isn’t actually real until that person actually shows up and puts a butt into a seat (or in front of a standing desk, or logs into their remote desktop).  That’s why it’s crucial not to lose track of the candidate, even after the signed offer letter has been sent back. Your work isn’t done yet. Here’s what every recruiter needs to do to minimize the risk of getting ghosted.

 

Don’t Go Silent

 

Employees will typically give two to three weeks’ notice when leaving a job, and they may want to take a week off in between jobs to recharge.  It can easily be a month between when they accept an offer and actually start in their new position, and during that window, opportunities seemingly pour in from everywhere.  That dream job they interviewed with two years ago suddenly wants to make an offer, or their current company just doubled their salary.

 

This is why it’s so important for the recruiter to stay in contact with the candidate during this time, even if it’s simple weekly check-ins to see how their final weeks are going, or to wish them well on vacation.  This allows the recruiter to keep an open dialog with the candidate, as well as get a read on the candidate’s mood and excitement for starting the new position.

 

Get The Hiring Manager Involved

 

While it’s great to have the recruiter in contact with the new hire, the hiring manager is an even better contact due to a deeper understanding of the position, which in turn can be used to help keep the hire excited for the role and aware of what to expect when starting.  It also gives the manager and the new hire a headstart on building rapport, offering tips to get ahead, and understanding each other’s communication styles.

 

Some caution is needed here: the hiring manager shouldn’t use this as a time to suddenly start putting the candidate to work.  Refrain from sending over system logins or adding the candidate to work emails. That’s just going to cause the new hire to wonder what they’re getting themselves into.  

 

Keep It Cool

 

There’s a fine line between checking in on a new hire and coming off like a stalker.  Remember that they don’t actually work for your company, and that they aren’t obligated to get back to you ASAP when you check in.  If they haven’t responded to an email sent an hour ago, don’t start texting asking what happened.

 

Don’t Ignore Warning Signs

 

That being said, a recruiter or hiring manager shouldn’t overlook if a new hire has gone a week without returning any emails or phone calls.  Sometimes you can’t stop a new hire from ghosting you, but you can still be aware that it’s about to happen. If phone calls keep getting ignored, or emails aren’t responded to, consider revisiting other candidates or re-opening the role.  While you may not be able to stop yourself from getting ghosted, you can get a head start on finding the right replacement.

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