This deck discusses Recruitment trends around candidate ghosting and candidate care practices to assist with this trend. In July 2018 – USA Today reports 20% to 50% of job applicants and workers are no-shows Indeed surveyed over 4,000 job seekers and nearly 900 employers across multiple industries to gauge ghosting’s prevalence Ghosting is new, but 83% of employers have already experienced it 18% of Job Seekers say they have ghosted during the hiring process (Indeed Survey)

1. RECRUITNG TREND
Ghosting & Candidate Care

2. 2
• US Sept Unemployment – 3.5% down .2%
• Labor force participation rate held at 63.2
• Total nonfarm payroll employment
increased by 136,000
• Health care added 39,000 jobs
• Professional and business services + 34,000
• Government jobs + 22,000
• Transportation & Warehousing + 16,000
• Retail - clothing and clothing accessories
stores lost 14,000 jobs, while food and
beverage stores added 9,000
EMPLOYEE MARKET

3. JOB GHOSTING TREND
Ghosting is becoming more acceptable to job seekers
3
• In July 2018 – USA Today reports 20% to 50%
of job applicants and workers are no-shows
• Indeed surveyed over 4,000 job seekers and
nearly 900 employers across multiple
industries to gauge ghosting’s prevalence
• Ghosting is new, but 83% of employers have
already experienced it
• 18% of Job Seekers say they have ghosted
during the hiring process (Indeed Survey)
http://blog.indeed.com/2019/08/26/ghosting-guide/

4. REASONS TO DISAPPEAR
Why they bail out
4
During the process:
• Decided the job wasn’t right for them
• Feel they were lied to or misled by a recruiter
• Employer’s rudeness or poor attitude
• Lengthy process
After accepting an offer:
• Better offer from another company
• Former employer counter offer
• Heard bad things about company after
acceptance

5. RATIONALE
Why is it acceptable now
5
• Avoids
confrontation
• Employers ghost
on me all the time
(no communication post
application/interview)
• Little to no
negative
consequences

6. CANDIDATE CARE – RETAIL CLIENT
Communication between offer and start date
6
• Offer and Start date gap range from 3 – 20+ days
• Regular communication schedule between recruiter and
candidates post offer until start
• Keeps Employer in front of candidate while being approached
for other interviews/job offers
• Reinforce advantages and benefits of job accepted
• Build on the emotional connection with the brand/Employer

7. Day 4
Day 8
Day 12
Day 16
Day 20
External Candidates Rehired Candidates
“The team can’t wait to meet you!”
“Welcome back! We’re glad to
have you on the team.”
Both audiences:
“Benefits start Day 1, prepare now
to tell us your choices on [Start
Date].”
“RetailCo values team camaraderie and peer
support – take advantage of our Employee
Resource Groups led by your coworkers”
“A few things may have changed while you were
gone, but you’ll find the support and camaraderie
of RetailCo hasn’t.”
“RetailCo believes in helping you grow
professionally which is why we offer
educational assistance – take a minute to
learn about this program”.
“Continue to develop the expertise gained
throughout your career with the RetailCo
educational assistance program”
Both audiences:
“Are you following RetailCo
on social media yet? It’s a
great way to learn the
latest on what’s important
to our Customers.”
Sample Cadence and Key Message Points

8. 8
• Series of 5 emails
• Messaging & Graphic in Image Format
• Placed in Microsoft Outlook Template
Message
• Reminders triggered by Smartsheet
Tracker
• Accountability/Auditability in
Smartsheet
NEW HIRE – NOT STARTED
Welcome - We can't wait to meet you!

9. 9
RetailCo Protip:
Make your employee benefit choices now Get a head start with RetailCo social media!

10. 10
Help RetailCo Succeed, Share in the Profits! Tools forYour Success: Peer Mentoring Groups

11. 11
EXECUTION – SMARTSHEET/OUTLOOK
• Emails provided to recruiter
• Alert emailed on trigger date
• Candidate information provided
• Recruiter updates Smartsheet
comment with date/email sent

12. 12
Campaign Goal:
Re-engage candidates or previous hires
that were stand-out performers in the
process, however conditions didn’t align
for a hire at the time
Initial Assumptions
• Monthly cadence
• Author would be the individual recruiter
• Evergreen content
• Kit provided to the Recruiter of messages to
send in order
Requirements
Align stylistically with the Software Company
brand
Incorporate the value of AgileOne as the
employer with connections to the Software
Company mission
SOFTWARE CLIENT – CANDIDATE CARE

13. 13
KEEP WARM MESSAGING

14. Creative
• Simple and uncluttered design – to line up with the Company’s approach to their digital presence
• Client content approach focuses on the importance of the work, less on their brand
• One dominant topic-related visual in addition to company logos
• Written in a more personal, service oriented tone which aligns with the Employer brand of both
companies
Sample Messages
• Incorporate links of value to the reader into the text
• Handwritten signature to convey a more friendly communication (we would need actual recruiter
signatures for their kit messages)
• To further personalize, we could incorporate a photo into the center of the bottom AgileOne graphic
within the logo
14
CREATIVE DIRECTION

15. 15
CRM - MESSAGING

16. QUESTIONS?
16