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Ghosting in recruitment damages brands and alienates candidates.
AI can revolutionize this, ensuring every applicant receives timely, personalized feedback, and turning negative experiences into positive engagements.
Have you ever been ghosted? It sucks.
And it’s not just in dating (speaking for a friend…); it happens in job applications too.
Frustrating, right?
A pain point for everyone
While you might think this is an issue for the candidates to deal with, it can have significant repercussions for the company itself.
In a world where social media is king, and brand perception can make or break a business – it’s important to treat everyone with utmost respect – even your staff, and prospective employees.
Luckily, companies can take advantage of the AI revolution to make ghosting as out of place in the modern office as the fax machine.
The ghosting dilemma
Picture the scene; you’ve found a job online that you’d be a great fit for.
You fill out the application, send your CV, maybe add a personal statement, and then… nothing.
This isn’t just annoying for candidates. It’s a real issue for businesses, affecting not only their reputation, but their ability to attract talent.
But why does it happen?
Is it the sheer volume of applicants or the lack of time? Maybe a bit of both, but it’s no excuse for poor manners, is it?
Employment is about people, yet in the rush of life it seems we have forgotten our basic humanity.
AI: the ghostbuster of recruitment
Enter AI, the game-changer.
Imagine a world where every application gets a response, every query is acknowledged, and feedback is timely and personalized.
No, it’s not wishful thinking.
Large Language Models (LLMs) in AI are making it possible, and like your neighborhood barista knowing just how you like your coffee, they know just how your business communicates.
With a simple ‘thanks, but no thanks’, you can change an applicant’s mood as easily as a venti latte.
Not just feedback, but coaching
Automated responses are one thing if a candidate is unsuccessful, but with AI we can take things even further…
What about an in-house LLM that gives constructive feedback to applicants based on what they were missing out on?
Job history is a little light? We value this type of experience.
Missing a certification? Consider this online course.
Personal statement needs tidying up? Here are some tips on grammar and presentation.
All feedback worth its weight in gold to job applicants who may be struggling to stand out amongst the online noise.
Turning a negative into a positive
By employing an LLM in this manner, you are helping candidates feel like their application wasn’t just a drop in the ocean.
And the difference isn’t just the acknowledgment.
The value of constructive feedback to an applicant is immeasurable, especially in a world where ‘ghosting’ is sadly just part of doing business.
And being known as a company that doesn’t just respond to, but helps its applicants? A company that (dare I say it) actually cares?
Priceless.
Ironically, it might take automated AI bots to inject a little bit of humanity back into the staffing market.
The question for your business
Could your business benefit by treating your job candidates a little better, so they become a champion for your business?
