It is probable that candidate ghosting is at its highest level in quite some time. However, we shall not fritter away attributing such occurrences to the pandemic, tight labor markets, or unemployment benefits; even at Fortune 500, there have always been and will continue to be individuals who resign without explanation or abruptly cease returning your calls.
By implementing micro-commitments, on the other hand, we can eliminate potential ghosters and concentrate our recruiting endeavors on more dedicated candidates, including those employed by Fortune 500.
The Power of Micro-Commitments
Micro Commitments are an effective marketing and sales instrument. Prospects are essentially required to complete minor decisions or actions in order to advance further down the sales funnel.
A micro-commitment could be obtained by requesting that a sales prospect view a brief video or respond to a few brief inquiries prior to scheduling an appointment. It is a method of amassing a series of minor commitments prior to requesting a substantial purchase from the prospect. It is also a method for eliminating candidates who are not truly committed to advancing in the sales process.
We can apply the same micro-commitment techniques to our recruiting efforts with two simple steps.
Step 1: Build an Attitude Statement Into Your Job Ads
The study reveals that in 89% of cases, candidates fail due to negative attitudes rather than a deficiency in technical abilities. Therefore, in order to significantly reduce ghosting caused by micro commitments, it is necessary to eliminate candidates with the wrong attitudes. In order to accomplish this, we must include in our job advertisements a sentence that defines a few of the qualities that define a high-performing individual at our organization, including Fortune 500.
This sentence needn’t be complicated. Here are a few examples:
Proficient individuals at ACME exhibit a cooperative and collectively oriented mindset.
At ACME, individuals who achieve success are characterized by their self-motivation and unwavering aspiration to excel.
Do you exude positivity, upbeatness, and optimism? You will then possess a number of the dispositions required for success, not only at Fortune 500 but also at ACME.
Added Fact:
According to a survey conducted by The Retirement Manifesto in 2022, many retirees and soon-to-be retirees in their 60s are exploring post-retirement opportunities, such as part-time work or consulting roles, to stay engaged and supplement their retirement income. This insight underscores the relevance of addressing candidate ghosting in the context of Fortune 500 and other organizations. By implementing micro-commitment strategies, businesses can not only improve their recruitment processes but also provide attractive options for older individuals seeking meaningful and flexible employment opportunities in their retirement years, aligning with their desire to stay active and involved in the workforce even after retiring from full-time roles.
Added Analogy:
Picture the process of finding the perfect candidate as a grand puzzle. Each piece represents a potential hire, and your goal is to assemble the complete picture of a dedicated and committed team. However, in this intricate puzzle, some pieces may look promising at first but disappear when you reach out to connect them.
Now, think of these elusive candidates as the pieces that don't quite fit the picture. They might vanish before the puzzle is complete, leaving gaps in your team. It's like trying to finish a beautiful painting with missing brushstrokes.
To prevent this, consider micro-commitments as the adhesive that holds the puzzle pieces together. Just as you wouldn't include a piece in your puzzle without ensuring it fits, you can use micro-commitments to gauge a candidate's genuine interest and commitment to your organization. It's like ensuring each puzzle piece firmly locks into place before moving on to the next, ensuring a complete and cohesive team that's built to last...
Source: ERE