You've Been Ghosted: Three Steps to Become a Recruiting Ghostbuster
Seating Instructions: Seating is first-come, first-served. Reserved seating options are available for accessibility and accommodations. For detailed accessibility information, visit INFO > FAQs in the app.
Ghosting is an issue that has plagued employers for years, but recently, this phenomenon has seen the disapparation of more applicants than ever before, almost reaching a new high of 28% in some industries. While many employers are blaming the rising generation, laziness, lack of respect or professionalism, etc., what if part of the problem was the employer's fault? In this session we will cover how to become a recruiting ghostbuster by looking at three specific areas where ghosting occurs the most. Understanding why it occurs is the only way to potentially mitigate the issue and give your organization the opportunity to attract applicants, while keeping them interested and engaged to avoid losing them along the way. Finally, you will learn a bit more about quiet quitting, and how ghosting is related to this underlying issue. What would you do if you learned that quiet quitting is sometimes a call for help? Come learn to be a Recruiting Ghostbuster, and you will have applicants and employees alike answering the question: Who you gonna call? Why, the Recruiter, of course!
Learning Objectives:
- Understand how the application process can cause ghosting and three immediate practices that can be implemented to mitigate ghosting at this stage of the process.
- Define the job seeker persona to help avoid the common mistakes that lead to ghosting and understand how the job ad has a direct impact on the likelihood of ghosting from the application stage to the interview process.
- Gain a sound understanding of how manager engagement during the interview process can help stop ghosting and learn the three core elements needed to help managers better prepare for the interview.
- Learn the six core principles for practicing an engaged focus mentality versus the traditional focus mentality to help counter the effects of quiet quitting, leading to greater retention.
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Accessibility & Accommodations Information: For detailed accessibility & accommodations information, visit INFO > FAQs in the app.
Steven J. Smith
Steve will be the first to tell you that recruiting is marketing. He earned his Bachelor of Science in Finance at Brigham Young University and started his career in recruiting in Feb 2005. In 2008, he took a risk during a recession to help start a new company with Ryan Kohler, called ApplicantPro, a full suite HR platform for small to mid-sized businesses. With 11,000 clients and close to 300 employees, ApplicantPro has made the Inc 5000 list 11 years in a row, Top Places to work in Utah 3 years in a row. ApplicantPro was also named an Indeed Platinum Partner in 2023, one of five companies in the country to receive this designation. Steve is SHRM-CP and PHR certified, and currently volunteers on the Utah SHRM State Council as the immediate past State Executive Director. His book, The Hiring Tree: Laws of Applicant Attraction, was released in early 2023, and has helped thousands of organizations across the country rethink the way they approach hiring. If you need help understanding the principles and role of SEO, marketing, and AI when it comes to attracting job seekers, Steve provides a solid framework for hiring.