Boo! Ghosting sucks.
Ghosting is a big problem right now in the senior living job interview scene. The definition is simply not showing up for an interview (or even a shift)! Can you imagine not showing up for something as important as a potential career opportunity?! Unfortunately, it is a sign of the times and very rude, we might add.
A no-show or ghosted interview is a waste of time and money for an organization. Ghosting drags out the hiring process and delays filling those open positions. The turnover monster stays hungry and we keep feeding it time and money. It really sucks!
To stop this problem, before it starts, you need to be the talk of the town.
Your exceptional culture (is it exceptional?) and why you are the best place out there for residents and staff, needs to blare on all possible outlets. Your website needs to scream it, your social media platforms need to scream it and most importantly, your people need to talk your organization up everywhere they go. The net net of this strategic plan is a groundswell of positivity around your organization. Soon enough, your interviews are coveted and your open positions have a wait list. (We’ve seen it happen!)
When that groundswell reaches your prospective interviewee they feel a swell of pride at the notion of interviewing with you and ghosting you becomes a crazy notion.
Even with all that good PR, you still need a simple idea to easily implement to make ghosting go away for good.
Texting to the rescue.
Anna Ronnebaum, Training and Development Manager at Chatham Oaks & Penn Center in Iowa, participated in Drive’s Culture Driven Recruitment and Retention E Series where she picked up a helpful hint to address the ghosting issue they were facing in her organization. They had a frustrating 50% no show rate for interviews and that was WITH an email reminder. Sending a simple text message to applicants the day before the interview brought the ghosting down by 20%. Simply opening up another line of communication meant more advanced notice of cancellations and more discussions around the need for rescheduling. Better communication = a smoother, more successful recruitment and interview process.
Always be Marketing.
We’re always talking about ‘thinking outside the box’ when it comes to making an impression on your people. With your could-be employees you should always be marketing, even in simple communications. Take the opportunity to send a WOW impression! Instead of sending a regular email confirmation for an upcoming interview, send a 1-2 minute video. The video could be a slide show of quotes from current employees on why they love to work at your organization. Or, it could be a simple, upbeat greeting from the staff member who will be conducting the interview.
“Hi Beth! My name is Debra and I have been here at Gentle Oaks for 25 years. I love the energy here and the teamwork is really exceptional. I will be interviewing you at 10 am tomorrow. I can’t wait to meet you and get to know you! I have sent you the questions I plan to ask, so you don’t need to feel nervous at all! See you tomorrow at the main desk, Beth!”
What are you forming with this simple video? A personal connection and a really positive impression. This little act could mean the difference between a ghosting and a productive interview. Oh and no professional videographer required, a smart phone is really all you need. Plus, you’ll notice our example sends the interview questions ahead of time … this is another great way to remove a potential obstacle a prospective hire may have for showing up! Subdue those nerves and express trust! You’re sending the message, “We want you to be successful in your interview!” AND you’re letting the world know you have an exceptional culture, people will be drawn to that!
We’re no paranormal experts but we know simple solutions for a spooky problem. Now, shoo boo! Go ghost someone else!
If you are interested in an information-packed, inspiring webinar series for your organization, send us an email!
Boo! Ghosting sucks.