What's one thing that makes Gen Z ghost recruiters?

Gen Z is used to immediacy and fast-moving environments. Poor communication about the hiring timeline can lead Gen Z candidates to believe they're no longer in the process if they haven't heard back from recruiters in just a couple of days. When hiring managers and recruiters fail to keep candidates on the loop and they fail to establish clear expectations for them in regards to the steps and duration of the hiring process, candidates may choose to forget about the application and move on to other job opportunities.

As a recruiter in the tech niche, I am increasingly hiring Gen Z candidates. A key concern that comes up is how long it takes to hear back from the recruiter/hiring manager/employer. Gen Z grew up in an era of instant feedback, a phenomenon mostly driven by social media, and they are not used to long waiting periods. Some have said that they deem it rude when they do not hear back after as little as five days and will not hesitate to cut all communication and move on if this happens. You might come back to them a few weeks later with a job offer, only to find that they will not respond to your messages or calls. Even if they haven't accepted another job offer, they've definitely grown disinterested in yours. Adding a disclaimer in the job posting on how long candidates might have to wait to hear back from you can keep them engaged. And engaging them throughout the waiting duration, for example, by sharing helpful content and updates, will keep top talent in your pipeline.

I was guilty of approaching hiring in a one-size-fits-all manner when I first started out as a CEO. But as I grew in experience, I came to see that this wasn't the ideal strategy, particularly for Gen Z. People want to know that their unique skills and interests are taken into account and that they are more than simply a resume. Gen Z prospects can see that you regard them as people and are interested in what they have to give by personalising the hiring process. One strategy I've found to be effective is to provide each Gen Z prospect a tailored message in an email or phone call. I spend a few minutes looking over their website or LinkedIn page, and I say anything I found intriguing about their educational background or professional experience. This demonstrates my interest in them as a candidate and that I have taken the effort to get to know them.

If a candidate feels like they’ve been lied to or misled about the requirements, responsibilities, or work environment of the role, that’s going to result in a major loss of trust in the company. Lying about or misrepresenting a role is a good way to lose candidates from any generation. The younger the candidate, the less patience they tend to have for this kind of behavior, and Gen Z in particular is likely to drop out of the application process without feeling the need to explain why. This is especially common with “remote-washed” positions, which seem to be fully remote from the job posting but in reality use a hybrid model, or are even mostly in-person. That said, any change to the role’s responsibilities, compensation, benefits, or work environment from what was originally described to the candidate is at risk of prompting them to ghost, especially if they feel the deception was intentional.

I've recently learned how many professionals, especially Gen Zers, look for job offers while already employed as a way to negotiate their salary at their present workplace. Since they aren't serious from the beginning and only need an offer in hand to prove their worth where they're already working, they end up ghosting the recruiter involved. With the looming recession forcing businesses to save costs, getting a raise isn't as straightforward as it once was. Proving you have an offer ready if you're denied a raise can sometimes help you get that much-needed salary jump without switching jobs. While a few applicants are moral enough to excuse themselves, most don't bother notifying the recruiter that they've accepted their company's counter-offer and are, therefore, turning down the new opportunity.

A lot of us have endured agonizing silence while waiting to hear back from a potential employer, only to hear nothing at all. In actuality, though, it's not only the recruiters who ghost the candidates—now it's the candidates themselves. Some job seekers quit contacting and responding to companies without giving any notice. What is the cause, though? The reason why candidates ghosting is that most of them had a change of mind during the interview process or had done more study on your business after the fact. Although Gen Z isn't afraid to turn down an offer if the job or benefits aren't what they expect them to be, they usually know how to be polite. Gen Z already has the power to demand things like high pay or flexible work. However, the candidates will ghost recruiters back if recruiters are unclear about the entire recruiting process and they feel ghosted. Always be upfront about the details of the offer and the expected hiring schedule.

Gen Z candidates are among the most awakened and knowledgeable about workplace diversity, equality, and inclusion. For recruiters interviewing candidates for a company with a flawed recruitment process, this becomes a sign of further problems down the line and in the organization in question. Owing to their inclination to work for inclusive companies, Gen Z candidates will ghost recruiters from companies that they sense have bias, which may be evident in the language they use to advertise open roles in the company or in the requirements they mention.

According to a survey conducted by RippleMatch, 75% of Gen Z are more likely to reconsider their job application if they see the company's efforts in improving DEI. Gen Zs make inclusivity and diversity a top priority when it comes to searching for a company to work for. The diversity that this generation is looking for goes beyond race, religion, gender, and age. They are searching for cognitive diversity that welcomes all points of view from a unique perspective. One good example is when one Gen Z asked me about my company's culture. I instantly knew they were looking for a company that does not only embrace digital transformation, but also provides an avenue for expressing their ideas. This is exactly what I'm trying to achieve. Fortunately, I have a diverse team composed of various generations including Gen Zs so my efforts in improving DEI have taken shape. As most companies consider hierarchy as a form of leadership, Gen Zs want equal and fair treatment to thrive.

In today's world, Gen Z values personalization above all else. When it comes to recruiters, if they receive a generic, copy-and-paste message, they are more likely to ghost the recruiter. Recruiters need to take the time to understand what the candidate is interested in and what their unique skills are. A personalized message that speaks to their goals and aspirations is much more likely to grab their attention and start a dialogue. So, if you want to avoid being ghosted by Gen Z, take the time to customize your outreach and show that you value their individuality.

Gen Zers are used to quick responses, direct communication, and a level of transparency that they don't always receive when it comes to the recruitment process. This lack of communication can lead them to feel like they are being ignored or that their efforts are going unappreciated, causing them to ghost recruiters.

One thing that makes Gen Z ghost recruiters is a lack of transparency and communication during the hiring process. Gen Z is a highly connected and tech-savvy generation that values authenticity and openness. When recruiters or companies fail to provide clear information about the job or the application process, or take too long to respond to applicants' questions, it can be a major turn-off for Gen Z candidates. Additionally, Gen Z is more likely to prioritize work-life balance and a positive company culture, so if recruiters don't convey these values during the hiring process, they may be more likely to lose Gen Z candidates to other opportunities.

Gen Z candidates may become frustrated if they receive a generic email or an automated response from a recruiter, rather than a personalized message that addresses their specific interests and qualifications. They may also lose interest if the recruitment process is too slow or if they feel that the company doesn't value their time or input.

Too many business equate youth with the bottom of the barrel. Gen z like any other generation of professionals isn't interested in working low quality jobs. Unfortunately it is often these sorts of jobs that target Gen Z for their hiring efforts. Simply put, these are jobs that no one wants, and the expectations that a desperate younger person will be grateful to fill the role is as insulting to Gen Z and it would be if you offered that job to a long time professional. Recruiters shouldn't just assume based on a professionals age that entry level, dead end or unfulfilling job options are going to be attractive offers. Gen Z will respond to high quality jobs, just like other professionals. Offering whats at the bottom of the barrel will get a recruiter ghosted.

I know for a fact that Generation Z values their own time, and one of the key reasons why they'd ghost a recruiter is because they're taking their time responding. Time is money, and if they feel like the recruiter is taking even a bit too long, they will turn their attention elsewhere. It is especially true when you consider how easy it is to communicate thanks to several social media platforms in addition to email.

Gen Z ghost recruiters are known for disappearing after the initial contact with a job candidate. They often don't provide updates on the application process, don't respond to emails or calls, and don't provide feedback after interviews. This lack of communication creates a negative experience for the candidate, and makes them more likely to seek other opportunities.

One of the main reasons why Gen Z job seekers ghost recruiters is because they feel that the recruiters are not being truthful or transparent about the job position. This could include not providing a clear job description or not being upfront about the salary and other benefits. Additionally, Gen Z job seekers may ghost recruiters if they feel like the recruiters are not being respectful or if they are not being treated like individuals. Finally, they may ghost recruiters if they feel like they are getting lowballed or not being taken seriously.

If you're focused on the GEn Z aspect of this question then you've al;ready found one key thing that Gen Z isn't always that fond of; being treated differently. Every professionals regardless of their age wants to be treated with the same basic respect that any other person should receive. Creating a generational margin in your head may cause you to act differently towards Gen Z applicants in passive ways that won't escape notice. If you have many Gen Z applicants ghosting you, it might be time to consider the sort of language and attitude your job posts and general behaviors are giving off. In such a case a basis check might be in order for your recruiting efforts. Remember, bias isn't just about race or gender, nor is it singularly facing. Age bias isn't pretty and it isn't desire by anyone, including Gen Z.

As Gen Z enters the workforce, they often seek out employers with common interests. One thing that can make Gen Z ghost recruiters is if employers don't see past outdated recruitment techniques. For instance, many companies rely on a resume and cover letter to gauge a candidate's qualifications – but this methodology may not be appealing to Gen Z who are used to quick responses and on-the-spot decisions. To keep them engaged in the recruitment process, employers should consider incorporating technologies such as applicant tracking systems and AI-driven algorithms to provide immediate feedback throughout the recruitment process. This approach gives Gen Z candidates more control over their opportunities and keeps them from feeling like their time is wasted.

Gen-Z always seem to have more irons in the fire than other generations. They very rarely sit back and wait for something to come to them. Instead, they take the initiative and run with things on their own. This can be a positive, but also can have negative repercussions. For one, they might be working with a recruiter for an open position, but will also be looking for other opportunities on their own as the recruiter does their work. They might even find another position while in the process of communicating with a recruiter, which leads them to potentially 'ghost' the recruiter and move forward with another opportunity. They will also apply to several jobs at once, and only reply to certain ones if they get multiple messages back. And they can do this for a variety of other things in their life, as they have access to send out several messages at once.