It used to be the other way around – employers discarding applicants without the courtesy of replying to them.

But in the current booming market recent research indicates that 41% of job applicants say they feel just fine ghosting a company during the recruiting process.

Recruiters are dealing with vanishing candidates with increasing regularity. Unfortunately, not every job applicant has the courtesy to show up to a job interview, or even to call or send a note to say they’re no longer going to be there. It’s even common for a new hire to not show up for the first day of work after having accepted an offer.

It’s created a burdensome challenge for companies not only trying to get qualified candidates in the door, but also making sure that new hires follow through on their commitment and top talent doesn’t vanish unannounced.

Understanding why ghosting happens and how to combat it could very well be the difference between building a solid team and being stuck in the cycle of the perpetual revolving door.

Here's three tips on how to get your talent to turn up.

1 Stand out

If someone takes the time to fill out a job application or craft a CV and cover letter, it’s safe to assume that that person is in fact looking for a job. And yet, according to some estimates, one in 10 job candidates don’t even show up for scheduled interviews. The problem is candidates often cast a wide net, applying to similar-sounding jobs in the same industry, and it becomes hard to tell one company from the other. The job you’re hiring for is lost in an indiscernible heap of career opportunities.

Not every job applicant has the courtesy to show up to a job interview, or even to call or send a note to say they’re no longer going to be there

To be sure, many industries have always had to deal with the issue of ghosting, particularly those involving manual or low-skill work.

But in a thriving job market, this behaviour becomes more common in the white-collar industries. Staffing firms attest to the fact that ghosting behaviour among professional candidates is more common now than it was even a year or two ago, and it’s because jobseekers have more choice.

Solution: Showcase your company as a place where team members thrive.

When a new candidate is checking out your website or social media to get a glimpse of your work environment, what are they seeing? Nothing at all? Consider yourself in danger of being ghosted.

Social media and immersive storytelling have made work environments and company origin stories more tangible than ever to potential new hires, and any company that wants to stand out in a compelling way has never had easier access to the resources to do so.

Of course, the more your company fosters an environment where staff are able to thrive, the easier it is to showcase it, and the easier it will be to attract the best people to build a thriving enterprise.

2 Your hiring process lacks empathy and a human touch

In a world of AI and smart automation it’s easy to build a recruitment process that is employer, rather than candidate centric.  And that's the wrong answer.

Solution: Use candidate engagement techniques and data to increase your chances of success.

Analysis suggested you’re far more likely to get a candidate in for an interview if you schedule it in the morning than in the afternoon. Monday morning between 9am and 10am in particular has proven to be the best time to schedule an interview, if you want to ensure they’ll show up. In fact they are as much as 27% more likely to be there.

Since we have a very good idea of the time that gives your candidate the best likelihood of showing up, why stack the odds against them?

Also, be mindful of the way you interact with the candidate. It’s not just how you communicate with a candidate but also when. Don't keep them waiting for a response.

3 You are relying too much on a job description that’s ineffective

Sometimes a job title is not as descriptive as you would think, and in fact might entail very different things depending on the company. A business analyst may be crunching numbers at one organisation and working on a sales strategy or delivering reports at another.

Job titles can often entail very different functions, depending on the company and the specific niche it falls under. If the job description and the responsibilities of the role the candidate is applying for are not clear, then the position will slip into an abyss of ghosting vulnerability.

Solution: Write memorable job descriptions

Any good job description must not only specify the exact business needs associated with the role, but also the daily tasks, and the type of background and personality that would best fit the position, and when applicable, the team.

Also, keep in mind that candidates often apply to multiple jobs when they are considering a new job. If your dream candidate applied to other positions more recently than yours, it is likely that these are at the forefront of their mind. Therefore, it’s important that you continue selling your jobs with nuggets of interesting information about your company and the job.