The Silent Treatment: The Job Search Spiral of Ghosting

^Picture this: You’ve been searching for your dream job for months and finally found the perfect opportunity. You send in your application and wait anxiously for a response. Days turn into weeks, and your inbox remains eerily quiet.

You start to wonder if your application was even received. You check the job posting, and it's still up, giving you hope. But as the days turn into weeks and you hear nothing back, your hope turns into frustration, anxiety, and uncertainty. You've been ghosted. Once reserved for bad dating etiquette, ghosting has infiltrated the job search process, leaving job seekers and employers trapped in a spiral of silence.

In this article, we'll explore the negative impact of ghosting in the job search process and the reasons why it's happening. We'll also provide tips for improving communication during the hiring process and how technology can play a role in ending this frustrating trend.

Left in Limbo

The silent treatment of ghosting in the job search process is not just discourteous, but it can also have significant negative impacts. Firstly, when job seekers receive no response from potential employers, they are left feeling abandoned in the dark, wondering what they did wrong or if they are still being considered. In addition, the lack of communication can lead to frustration, anxiety, and uncertainty, making the job search process even more daunting.

Secondly, ghosting can damage an employer's reputation as potential candidates share their negative experiences with others, leading to missed opportunities for finding the right candidates.

Lastly, the long-term impacts of ghosting can be significant for both job seekers and employers, as it can create a lack of trust and transparency in the hiring process. Therefore, it's time to acknowledge the negative impacts of ghosting and take steps to improve communication during the hiring process.

"When you ghost a candidate, you're not just losing them for this job, you're losing them for any future opportunities as well." - Jessica Merrell, Founder of Workology

Wandering Eyes

The rise of ghosting in the job search process begs the question: why is it happening? There are several potential reasons why job seekers and employers alike may be guilty of going radio silent.

Firstly, some job seekers may not be fully committed to the hiring process and may be exploring multiple opportunities at once. This can lead to disinterest in a particular role or company and a lack of motivation to follow up on the application.

On the other hand, employers may not prioritise communication with candidates or may be juggling multiple tasks and responsibilities. The result can be a lack of communication, leaving job seekers in the dark about their application status.

Another potential factor is the role of technology. With the rise of automated job search platforms and social media, communication during the job search process has become increasingly depersonalised. This can make it easier for job seekers and employers to avoid direct communication, leading to a higher likelihood of ghosting.

Regardless of the reasons behind it, the negative impact of ghosting in the job search process cannot be ignored. It's time to explore solutions for improving communication and preventing ghosting altogether.

Communication is Key

It's clear that ghosting during the job search process is a frustrating and damaging trend for both job seekers and employers. Fortunately, there are steps that both parties can take to improve communication and prevent ghosting.

For job seekers:

Follow up after submitting an application to ensure it was received and express continued interest in the role.
Be patient and understanding but also assertive in following up on the status of the application.
Keep track of all applications and responses to stay organised and avoid confusion.

For employers:

Create a clear communication plan and stick to it, providing updates to candidates at every step of the hiring process.
Set realistic expectations for response time and follow through on commitments.
Utilise technology, such as automated responses and candidate tracking tools, to streamline communication and reduce the likelihood of ghosting.

By taking these steps, both job seekers and employers can work together to create a more positive and productive job search experience.

A Call to Action

In today's job market, ghosting has become an all-too-common occurrence. However, it doesn't have to be this way. By understanding the negative impact of ghosting and taking proactive steps to improve communication, job seekers and employers can work together to create a more positive and productive hiring process.

At the end of the day, clear communication and mutual respect are key to preventing ghosting and building strong relationships between job seekers and employers. So let's prioritise these values and put an end to the ghosting spiral once and for all.

As a corporate wellness company, we at The Wellness Tribe understand the importance of clear and respectful communication in all aspects of our lives, including the workplace. We believe that a positive and productive work environment starts with healthy communication, and we encourage employers to take the lead in preventing ghosting and creating a more positive hiring process for all.

Top Trending

How to Battle Gaslighting and Toxic Workplaces

Can Weekend Sleep Recovery Reduce Heart Disease Risk by 20%?

78 Ways to Celebrate a Mindful Independence Day at Work

^We are in the midst of layoff season. While the world is shocked to see large internet companies like Meta and Twitter fire employees, the Indian startup scene has also suffered. So, what led to this, what is happening now, and what is yet to come? ‍

Race to Mass Layoffs?

Adding to the difficulties in Silicon Valley is the possibility that Amazon will announce layoffs that will affect up to 10,000 workers. Following Microsoft, Twitter, Snap, Meta, and Twitter, Amazon is the next big tech company to lay off employees. There has also been a decrease in recruiting at Apple and other companies.

In the wake of fears of a worldwide recession, technology companies, traditionally large spenders, are now turning to cost-cutting.

Mass Firings: What Led to This?

From January 1 to June 1, 2022, the market capitalization of the top 30 technology companies decreased by $4.3 trillion. These 30 companies represent the majority of the value of the global tech market.

At least $5–6 trillion was lost in the global listed tech market as a whole. The top 30 businesses account for $4.3 trillion of this. In actuality, the combined contribution of Apple and Microsoft to this market value decline is close to $1 trillion.

From June to August 18, the market value of the top 30 tech companies experienced a $900 billion recovery.

What's the situation in India?

Many edtech companies have let go of employees, including Byju's and Unacademy. It was reported that Unacademy had laid off 1,150 employees, while Byju's laid off 550 employees, not far behind Vedantu, which had laid off 624 employees.

Meanwhile, MFine laid off 600 workers, Ola fired 500 people, and Cars24 reported 600 job losses. In all cases, layoffs were caused by tighter monetary policies and a correction in the stock market.

How About the Attrition Rate?

In addition to layoffs, IT organizations have experienced high attrition rates. Labor costs and the cost of acquiring talent led to squeezed operating margins for all IT majors during the previous quarter.

During the first quarter of FY23, Indian IT companies spent, on average, 57% of sales on employee salaries, with some, like Infosys, raising their top performers by one or two digits. TCS's attrition rate for Q4 of FY22 was 19.7%, much higher than Infosys's 17.4%.

In Q4FY22, HCL Technologies experienced an increase in attrition from 21.9% to 23.8%. However, Wipro has managed to keep attrition rates relatively stable, dropping from 23.8% to 23.3% between April and June.

The Feedback Fix: Ditch the Sandwich and Build a Culture of Trust

^The art of giving feedback, especially for those new to leadership, can feel like navigating a minefield. It's natural to feel anxious about how your words might be received, and the impact they could have on your working relationships. But in today's fast-paced, ever-evolving work environment, feedback is not just important, it's essential.

In a world where change is the only constant, leaders need a clear picture of what's working and what isn't. They need the unfiltered perspectives of their team members to make informed decisions and adapt their strategies effectively.

For employees, constructive feedback is a lifeline. It's a chance to understand their strengths and areas for improvement, to feel valued and heard, and to grow both personally and professionally.

But here's the catch: feedback, like any powerful tool, can be used constructively or destructively. When delivered thoughtfully, it can inspire, motivate, and bridge the gap between potential and performance. But when handled carelessly, it can create resentment, defensiveness, and a breakdown in trust.

Reframing Feedback

Let's move beyond the traditional view of feedback as a performance evaluation. Instead, let's see it as a catalyst for growth, a two-way street where both leaders and employees can learn and develop.

For new leaders, mastering the art of feedback is about more than just pointing out mistakes. It's about creating a culture of open communication, where everyone feels safe to share their thoughts and ideas. It's about recognizing achievements, fostering professional development, and building trust with your team.

Five Strategies for Thoughtful Feedback

So, how can you provide feedback that's not just constructive, but also empowering and motivating? Here are five strategies to consider:

1. A Skill, Not a Talent

Effective feedback isn't something you're born with; it's a skill honed through practice and dedication. Research shows that training in feedback techniques can significantly improve leaders' ability to deliver constructive criticism and foster positive outcomes. So, invest in your development by reading articles, watching videos, or even attending formal training sessions. Observe experienced leaders and learn from their techniques.

Remember, practice makes perfect. Start by giving feedback in low-stakes situations to build your confidence and refine your approach. Reflect on your experiences and identify areas for improvement. Over time, you'll develop a natural and impactful feedback style.

2. Intentions Matter

Your intentions play a crucial role in how your feedback is received. If your motive is to criticize or belittle, it will likely trigger defensiveness and resentment. However, if your intention is to genuinely help the recipient improve, your message will be more likely to resonate and inspire action.

Research in psychology supports this. Studies have shown that when people perceive feedback as being motivated by a desire to help them learn and grow, they're more likely to accept it and act on it.

So, before giving feedback, take a moment to check your intentions. Ask yourself: "Am I trying to help this person improve, or am I simply venting my frustration?" If your motives aren't pure, it's best to postpone the conversation until you're in a more constructive mindset.

3. Choose the Right Moment

Delivering feedback at the wrong time or in the wrong setting can significantly diminish its effectiveness. Imagine receiving critical feedback in front of your colleagues or during a high-stress situation. It's unlikely to be well-received.

Neuroscience tells us that our brains are more receptive to feedback when we're in a calm and relaxed state. So, choose a time when both you and the recipient are free from distractions and stress.

Additionally, provide feedback while the context is still fresh in everyone's mind. This ensures clarity and avoids misunderstandings.

Example:

Don't: "Hey, remember that presentation you gave last month? I think you could have done a better job with the visuals."
Do: "I wanted to chat about the presentation you gave yesterday. I think the content was great, but the visuals could have been more impactful. Let's brainstorm some ideas for next time."

4. Focus on Behavior, Not Identity

Feedback that focuses on personal traits or abilities can trigger defensiveness and hinder growth. Instead, focus on specific behaviors or actions that can be improved. This approach encourages a growth mindset and empowers the recipient to take action.

Research in psychology has shown that feedback is most effective when it's specific, actionable, and focused on behavior rather than personality.

Example:

Don't: "You're not a very good communicator."
Do: "During the meeting yesterday, I noticed you interrupted your colleagues a few times. It might be helpful to practice active listening and allowing others to finish their thoughts before sharing your own."

5. Create a Two-Way Street

Feedback shouldn't be a one-way street. Encourage your team members to share their thoughts and perspectives with you. This not only helps you improve as a leader but also fosters a culture of open communication and trust.

When seeking feedback, acknowledge the courage it takes for someone to share their honest opinions. Be receptive, listen actively, and express gratitude for their insights.

Remember, feedback is a gift that offers an opportunity for growth and development. By embracing it with humility and openness, you can create a workplace where everyone feels valued, heard, and empowered to reach their full potential.

Tips for New Leaders

While the five strategies we've discussed provide a solid foundation for giving and receiving feedback, let's go a step further. Here are some unconventional tips to help new leaders truly master the art of feedback and create a thriving feedback culture within their teams.

1. The "Feedback Sandwich" is Stale

The traditional "feedback sandwich" approach, where you sandwich negative feedback between two layers of positive feedback, is often seen as insincere and manipulative. It can also dilute the impact of your message and leave the recipient confused about the key takeaway.

Instead, embrace directness and honesty. Be clear about the areas for improvement while maintaining a respectful and supportive tone. Research shows that people appreciate direct feedback, as long as it's delivered with empathy and a genuine desire to help them grow.

Example:

Don't: "You're doing a great job overall, but I think you could improve your time management skills. Otherwise, keep up the good work!"
Do: "I've noticed that you've missed a few deadlines recently. I understand that things can get hectic, but it's important to prioritize your tasks and manage your time effectively. Let's work together to create a plan that helps you stay on track."

2. Ask, Don't Tell

Instead of simply telling someone what they did wrong, ask questions that encourage them to reflect on their own performance. This approach empowers them to take ownership of their development and discover their own solutions.

Studies have shown that self-generated insights are often more powerful and long-lasting than those imposed from the outside. By asking open-ended questions, you stimulate critical thinking and create a collaborative environment where learning and growth can thrive.

Example:

Don't: "You need to be more organized."
Do: "How do you feel about your current organizational system? Are there any areas where you feel you could improve? What strategies have you tried in the past that have worked well for you?"

3. Celebrate Small Wins

Don't wait for annual reviews to give positive feedback. Recognizing and celebrating achievements, no matter how small, can significantly boost morale and motivation. Research in positive psychology highlights the importance of positive reinforcement in fostering a sense of accomplishment and encouraging continued effort.

Make it a habit to acknowledge your team members' contributions regularly. A simple "thank you" or a public shout-out can go a long way in creating a positive and supportive work environment.

4. Make it a Conversation

Feedback shouldn't be a monologue. Encourage dialogue and create a space where employees feel comfortable sharing their perspectives and asking questions. This fosters a sense of mutual respect and collaboration, making the feedback process more meaningful and productive.

Research shows that two-way communication enhances understanding and promotes buy-in. When employees feel heard and understood, they're more likely to accept feedback and take action.

5. Lead by Example

As a leader, be open to receiving feedback yourself. This demonstrates humility and creates a culture where feedback is seen as a valuable tool for everyone, not just a management prerogative.

Studies have shown that leaders who actively seek feedback are perceived as more effective, trustworthy, and approachable. By embracing vulnerability and showing a willingness to learn and grow, you set a powerful example for your team.

Nurturing a Feedback-Rich Culture

Giving and receiving feedback is an ongoing process, not a one-time event. By fostering a culture of open communication and continuous learning, you can create a workplace where feedback is embraced as a tool for growth and development.

Remember, effective feedback isn't just about correcting mistakes; it's about unlocking potential, building trust, and inspiring your team to achieve their best. So, take a deep breath, embrace the challenge, and start nurturing a feedback-rich culture in your workplace today.

Join The Tribe

This month we are focusing on food and how it affects your mental health. Join us as we bring in the most relevant interesting content from across the wellness segment.

Thank you! Your submission has been received!

Oops! Something went wrong while submitting the form.