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Generation Z, ghosting, and employers

Generation Z, ghosting, and employers

Author: Elena Badea, Managing Director, Valoria Business Solutions

The generation of those born between 1997 and 2012, called Generation Z, is a generation characterized by a strong attachment to technology and a ubiquitous digital culture.

A phenomenon that emerged with this generation is "ghosting," originally known in the field of personal relationships, but which quickly expanded into the professional environment.

Ghosting, in this context, refers to situations where a candidate or employee simply ceases all communication with an employer, without warning or explanation.

This behavior has become a major challenge for companies, which strive to understand the reasons behind this phenomenon and find solutions to prevent it.

What is ghosting and how does it manifest itself?

Professional ghosting occurs when a job candidate or employee suddenly stops communicating with a potential employer or their current employer.

This complete breakdown of communication can occur at various stages of the recruitment or employment process, from not showing up for scheduled interviews to leaving the job without notice.

The phenomenon is often found among Gen Z, fueled by the digital culture this generation grew up in, where online interactions are often without immediate or visible consequences.

Why is ghosting practiced?

There are several reasons why ghosting has become a common practice among Gen Z members:

a. Abundant opportunities and mobility

In a job market that is becoming more and more competitive, many young Gen Zers receive multiple and attractive offers in a short time. If one of these offers seems more advantageous, they can choose to stop communicating with the other employers without feeling the need to provide an explanation.

b. Lack of emotional connection

Many recruitment processes are perceived as impersonal and mechanical, which can cause Gen Z candidates to not feel a strong connection with the employer. In the absence of this connection, young people may feel that they have no obligation to inform about their decision not to continue with a job offer or even to leave their current job without notice.

c. Fear of confrontation

Gen Zers may avoid confrontational situations, preferring to simply disappear rather than explain why they are turning down an interview or job. This behavior is exacerbated by the fact that digital interactions allow this type of avoidance.

The impact of ghosting on employers

Ghosting can have a significant impact on businesses, both in terms of direct and indirect costs:

a. Waste of time and resources

When a candidate or employee disappears without warning, the company loses the time invested in the recruitment and onboarding process, as well as the resources allocated to their training.

b. Affecting team morale

Ghosting can lead to an atmosphere of uncertainty within the team, especially if it occurs frequently. Colleagues may have to take over the duties of those who have left, which can lead to burnout and low morale.

c. Reputational issues

Companies that often experience ghosting may begin to be perceived negatively by other candidates or business partners. Such a reputation can make it difficult to attract new talent.

What can employers do to prevent ghosting?

Although ghosting is a real problem, employers can take steps to minimize the risk of this phenomenon and improve the relationship with Gen Z candidates and employees. Here are some strategies that have been successful among companies:

a. Building a personalized relationship

An important aspect of preventing ghosting is developing a genuine and personalized connection with candidates and employees.

Many companies now have a people-centric approach that emphasizes transparent communication and creating a work environment where employees feel valued and connected to the company's mission.

This approach reduces the risk of an employee leaving without notice because they feel emotionally involved and accountable to the team they are part of.

b. Providing a positive recruitment experience

The employee experience starts with the recruiting process, which is why there are companies that have focused on improving the recruiting experience for candidates.

Having simplified the application processes they ensured constant and clear communication throughout the recruitment process.

When candidates are treated with respect and given prompt and helpful feedback, they are less likely to cut off communication abruptly.

c. Flexibility and adaptability

Gen Z values ​​flexibility, and many professional services companies have been able to attract and retain talent from this generation by implementing flexible work policies.

By allowing employees to work remotely or adjust their work schedule, these employers have demonstrated that they are responsive to individual employee needs, which has helped reduce the ghosting rate.

d. Continuous feedback and personal development

Numerous studies show that Gen Z employees are motivated by real-time feedback and development opportunities. That is why companies that have implemented a continuous feedback system to keep Gen Z employees engaged and motivated have seen immediate results.

Gen Z also values ​​personal and professional development, and providing learning opportunities makes them feel valued and supported. This reduces the likelihood of ghosting, as employees feel invested in their careers and in their relationship with their employer.

In conclusion

Ghosting is a significant challenge for employers, especially when it comes to Generation Z. However, companies can take steps to prevent this behavior in many ways.

What makes the difference is developing genuine relationships with candidates and employees, providing a positive recruitment experience, adopting flexible work policies and fostering an inclusive work environment.

Through these approaches, employers can create a work environment that not only attracts Gen Z talent, but also retains them for the long term, thus reducing the negative impact of ghosting on the organization.

 

Authors

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ELENA BADEA