Feeling let down by candidates who seem to vanish into thin air? Ghosting has become a norm – and it’s hitting the hiring scene too. Many job seekers are ghosting insurance employers, leaving recruiters scratching their heads. You might have found that standout candidate – someone whose resume blew you away and aced the interview. But just when you're ready to make an offer, poof! They’re gone without a word.
A recent report from Indeed revealed that about 78% of job seekers have ghosted a prospective employer. That’s a jump from 68% just a year ago. This trend can seriously impact businesses in the insurance industry. If you’ve faced this frustration, you’re not alone. But don’t worry; there are ways to tackle this issue head-on and secure the right candidate for your team.
Now there's only one thing to do: shake it off and find your one true candidate. In this blog, we are digging deep to understand why applicants ghost insurance employers, the impact this has on your business, and actionable strategies to prevent it. Let’s work together to ensure potential candidates don’t slip through your fingers.
When it comes to no-shows, you’ll often see it happening less with tech professionals than with entry-level staff. If a software developer or IT lead skips an interview, it usually points to a bigger issue – like a lack of communication or unexpected circumstances. But for roles that don’t require specialized skills, like entry-level administrative positions, candidates not showing up can be more common. In those situations, it’s often best to focus on increasing the pool of candidates who follow through with interviews.
Ghosting is becoming more and more common, especially with younger candidates. A lot of job seekers in their early 20s switch jobs without much hesitation and don’t feel tied down by the job market.
In fact, a survey by Daily Mail showed that over 90% of Gen Z applicants have admitted to just not showing up for an interview. Around 14% even said they weren’t impressed with the company, so they didn’t bother. For nearly one in five, ghosting gives them a sense of control – they feel it’s an empowering way to manage their career.
So, what’s behind this behavior? Here are a few reasons why it happens:
There’s also been a shift in how candidates perceive the consequences of missing an interview. For some roles, it’s become almost acceptable to ghost. But let’s dig into three main reasons why candidates might just vanish on you:
It’s not uncommon for tech professionals to apply for several positions at once, especially in high-demand fields like software development or IT. But when there’s radio silence from an employer, candidates often assume the worst. If they don’t hear back, they’re likely to move on to other opportunities.
In fact, a study from Greenhouse revealed that around 45% of candidates have been ghosted by employers after initial contact. If you're not communicating regularly with your applicants, you might be losing them without even realizing it.
Tech talent often finds themselves juggling multiple job offers, especially in industries like insurance, where specialized roles are in demand. Sometimes, they hold off on rejecting one offer while waiting for a better one, leaving the employer in limbo. A Gartner survey found that nearly 47% of candidates who had already accepted an offer were still open to other opportunities, with 42% believing they could find something better. And according to Kohn, it's a frustrating situation for hiring managers and CHROs, especially when commitment to offers is on the decline – 51% of leaders have noticed a growing issue with candidates backing out before their start date.
Is your hiring process leaving a bad impression? If so, expect ghosting. Candidates value clear communication and a smooth interview experience. If the recruitment process feels disorganized or if there’s careless behavior from recruiters or hiring managers, candidates may lose interest quickly.
In any industry, a lack of professionalism can easily turn candidates away. If things aren’t handled properly, don’t be surprised if they disappear without a word – sometimes, you reap what you sow.
When candidates hear about working at a well-known company like Microsoft or Google, they’re naturally excited. But when it comes to lesser-known companies, especially in the insurance tech field, that excitement might not be there.
According to Indeed’s 2024 Workforce Insights Report, over half of job seekers, 54%, research every company before even applying. Your brand’s reputation plays a huge role in whether top tech talent will show up for an interview. If they hear less-than-good things about your company or don’t see a strong employer brand, they might not think twice about skipping out.
To avoid this, make sure you’re presenting an attractive, innovative, and supportive workplace right from the start. A solid brand will go a long way in keeping candidates engaged.
Hiring is all about timing. The faster you move, the better your chances of locking in the right candidate. Developers, software engineers, and IT specialists are likely submitting resumes to multiple companies at once. If your hiring process drags on, or you're slow to respond, another company might scoop them up. In fact, according to statistics by Withe, 92% of candidates abandon the application process, with more than half doing so due to the length or complexity of the application.
So here’s a reminder that speed is key. Take a cue from Colonial Life & Accident Insurance Co.’s hiring process – they have an 8.17 score for Relative Hire Rate based on Indeed. Delays can cost you the perfect hire, so don’t let candidates cool off while you’re deciding.
Even if a candidate hasn’t heard of your company, you can still grab their attention during the initial phone call. Make sure to ask engaging questions, highlight the unique aspects of the role, and convey enthusiasm about the opportunity.
Tailor your message to the candidate’s needs: tech talent, especially those with families, might be drawn to benefits like paid parental leave, while recent graduates may appreciate professional development opportunities or student loan assistance. The goal is to get them excited about what’s possible, and make sure they see why your company stands out.
First impressions matter, especially when dealing with in-demand talent. Whether it's a job posting or the first conversation with a recruiter, your company’s culture, values, and benefits should shine through. Highlight what makes your organization a great place to work: opportunities for growth, flexibility, team collaboration, and meaningful work in the insurance tech space.
Here’s a sample for your job ad:
But remember to keep it concise – highlight only the good benefits which will make your company stand out. According to statistics by Withe, Job descriptions with 201-400 words tend to have the highest application rates, ranging from 8 to 8.5%.
Let candidates know what exciting technologies you're using in the insurance space. Talk about the tools that your team relies on, like data analytics platforms, machine learning models, or cloud-based solutions. For instance, if you use platforms like AWS for cloud computing or Tableau for data visualization, share that info.
Show how these tools help make processes smoother or improve customer experiences. When candidates see they’ll be working with advanced tech, it piques – plus, their interest but also makes them feel like they're stepping into a modern, innovative workplace. This excitement can help keep them engaged and less likely to ghost.
One of the best ways to avoid candidates ghosting you is through clear and consistent communication. Insurance tech employers should keep candidates informed throughout the hiring process, even if it’s just to let them know things are still in progress. Follow up after every interaction – whether it’s an email, call, or interview. This shows you appreciate their time and helps reinforce your interest in them. Before the interview, send a friendly reminder about the date, time, and location. Encourage candidates to update you if their plans change.
Establish reliable communication channels so candidates never miss important updates. Use email notifications and SMS reminders to keep them informed about their application status and response timelines. It’s also good practice to reach out to applicants who may not be a fit for the current role; let them know! Ask if you can keep their resume on file for future openings. Be proactive with your communication early in the week to set the tone.
Sometimes, candidates may ghost due to long travel distances or unexpected situations, like a family emergency that delays their plans. Don’t let logistics derail your hiring process – consider offering transportation solutions. Providing a reliable ride to and from interviews or assessments can help eliminate potential barriers. When candidates feel supported in getting to their interviews, they’re more likely to show up and engage in the process without unnecessary stress.
For tech candidates in insurance not to ghost interviews, employers like you need to make their company an irresistible destination and streamline the hiring process to be straightforward and efficient. Perfection may not be achievable, but increasing the number of candidates who engage in interviews can help lower recruitment costs. So, don’t hesitate to shake things up and create an inviting experience that keeps candidates excited about joining your team. After all, the right approach can turn a candidate’s curiosity into commitment.
Frustrated by candidates ghosting you? Are your offers falling flat? We’ve got the answer to keep your recruiting efforts from vanishing. Reach out to Strategic Recruiting Partner today, and let us help you attract a consistent flow of top-tier candidates. Say goodbye to the ghosting trend with us!