Halloween may have ended at first light this morning – with ghosts and ghouls banished for another year – but according to David Rice, HR expert at People Managing People, there is a practice that is continuing to suck the life out of job seekers – what he’s calling ‘Vampire Recruitment’.
Like vampires of legend, Rice says these recruitment practices drain candidates’ energy, suck their time, soul and enthusiasm, with little (or no) reward.
He got out his garlic and had this to say:
Q: Well last night was spine-chilling. We survived Halloween last night. But you reckon there’s an ongoing spookiness out there… ‘Ghost Jobs’ that haunt the candidate experience. Can you explain?
A: “Ghost jobs” look like regular advertised job positions – but which are never actually intended to be filled. According to industry reports, more than eight in ten companies post now these phantom roles – and they do so to maintain an appearance of growth or to keep their candidate pipeline warm. However, what this practice does in reality, is leave candidates in limbo, with many questioning whether the position was ever genuine and feeling aggrieved at the time wasted applying for a job that didn’t really exist. It is fast becoming one of the most frustrating aspects of today’s hiring landscape.”
Q: Sounds eerie. Why are ghost jobs still being posted, and seemingly on the rise if technology is making is easier to recruit people for actual roles?
A: Despite the exponential growth of technology in recent years, many companies are stuck in the past when it comes to job applications. Complex application systems often burden candidates with redundant or repetitive requests contained within overly detailed forms, frequently leading applicants to abandon the process halfway through. Candidates are often required to input the same information already listed on their resumes, purely to make data collection and collation easier on the company, but job seekers are beginning to resent the lack of respect for their time.
Q: I understand you’re also aware of other frightening issues that are ghoulish, and scaring applicants off right now too, is that right?
A: “Even when applicants have got past phantom adverts, and found real jobs, there’s then the issue of multi-round interviews. This is like driving a stake through applicants hearts – and driving them away too. Today, candidates routinely endure five or more rounds of interviews, including unpaid assignments or presentations that require substantial time investment. These are marathon levels of interviews that demand excessive time and effort. The real kicker? According to INSEAD research, more interview rounds don’t necessarily result in better hiring decisions, but they DO deter strong candidates.
Q: And employers are even upping the scare-factor aren’t they, by spooking them with pre-hire assessments, yes? Sounds very creepy to me.
A: “Exactly. A particularly alarming trend is the rise of increasingly extensive pre-hire assignments. Many companies now ask candidates for substantial work, such as project plans or code reviews, without compensation or clear communication about the next steps. This practice erodes trust, as candidates often fear their work may be used without credit or compensation.”
Q: You’re calling all this ‘Vampire recruitment’ – so what’s to be done to banish these evils away?
A: “HR has to take control. In today’s hyper-competitive market, top talent is unlikely to look favorably on arduous and inefficient applications. To avoid missing out on the best candidates, HR leaders must look to streamline processes, with updated applicant tracking systems that respect candidates’ time and energy. HR professionals also need to re-evaluate their vetting processes, balancing thorough assessment with respect for the candidate’s time. If an HR professional is going to request that candidates show up to them multiple times before they’ve even got the job, I would argue they need to have a very good reason for it. Some roles inevitably require demonstration that candidates possess a specific skill set, and that’s okay: just ensure any requests are as minimally invasive on the candidate’s time as possible.”
Q: How else can HR leaders combat ‘Vampire Recruitment’
“I would argue they need to do three things:
HR leaders are urged to prioritize transparency by eliminating ghost jobs to maintain credibility and build trust with prospective employees. If we don’t tell candidates the truth, we cannot expect them to give us their all: it’s that simple.”
