LABOR LAW NEWS

Employment Ghosting: Survey Results

By Kelsey Basten

Published on March 8, 2019

What is Employment Ghosting Survey Results

In December 2018, we published the blog, What is Employment Ghosting?, with a featured survey. We received an abundance of useful feedback, and we’d like to share it with you!

If you haven’t heard of “employment ghosting,” it occurs when an employee or an employer “ghosts,” or disappears and severs the professional and personal relationship without notice. It can happen in a variety of ways, which you can learn more about here.

So, the question is, is employment ghosting acceptable? And, have you or your company dealt with employment ghosting? Check out the results below.

Is Employment Ghosting Acceptable?

About 60% of respondents agree that employee ghosting is “extremely unprofessional,” while only 13% thought it was sometimes acceptable, depending on the situation.

Also, 74% of respondents agreed employer ghosting is extremely unprofessional, and only 6% said it was sometimes acceptable, depending on the situation.

When is it acceptable?

Those who answered that either form of ghosting is sometimes acceptable included a few examples, with the most popular viewpoint being, “It is acceptable not to contact someone who submits an application online if no other contact was made, like a phone call or personal email.”

How have you or your company dealt with employment ghosting?

According to survey results, many respondents have internal policies that help manage employment ghosting. Here are a few examples:

  • “When employees ghost, we attempt to reach them numerous times before ultimately making the decision to terminate. We also send exit interviews to gather information on their experience and look for opportunities to help us avoid the situation reoccurring. As an employer, we send an acknowledgment after every applicant applies for a position, as well as a notice when the position is filled, or they were otherwise dispositioned as a candidate.”
  • “We always follow up with our candidates until they decline or disappear. We use a three-strike rule. If they don’t respond back after three attempts, his/her file is closed until further notice.”
  • “We have a three-day policy for no show/no call equals immediate termination. We schedule other employees to work more hours, bar the ghost from securing any further employment with our company and re-post the open position.”

Have additional thoughts?

Be sure to fill out our survey yourself! Also, to learn more about employment ghosting, check out our blog, What is Employment Ghosting? and be sure to subscribe to Labor Law News for the latest industry trends and employment law updates.

This Labor Law News Blog is intended for market awareness only, it is not to be used for legal advice or counsel.

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