Off the Cuff: Modern Hiring Problems

September is proving to be a time of change at Phoenix Eye Care. Long-time employees of the practice are either moving out of state for love interests or pursuing new life opportunities. I wish them all good fortune in their new endeavors. The downside of this is I’ve had to hire a new technician, optician, and front desk person all within a short window of time. Finding one individual can be difficult, but finding three that first and foremost have the right personality to plug into the practice, secondly have a willingness and ability to quickly learn, and thirdly have some kind of applicable experience has been daunting. All that aside though, a new roadblock to hiring that has been on the rise is the phenomenon of ghosting.

Ghosting is defined as ending a relationship with someone suddenly and without explanation by withdrawing from all communication. It has long been associated with the online dating world and evidently is now happening in the job market. We listed our positions on Indeed and had multiple people apply. We set up in-person interviews. They confirmed the day and time. On the day of the interview though, they no-call, no-text, no show, then no longer respond to communication of any kind. Strange. The first few times it happened I thought they likely used the scheduled interview as proof they were looking for a job to report to the unemployment office. At this point though, there have literally been dozens of interviewees that have ghosted their interviews. I have found out, I’m not alone.

An article by Fortune magazine reported ghosting has been on the rise since 2022 and that 93% of Gen Z (people currently 12-27 years old) have ghosted interviews with 62% planning to do it again. Even worse, 87% will accept a position but not show their first day after you’ve likely notified other candidates the position is no longer available. In the survey, older job applicants regretted ghosting a prospective employer, but Gen Z reported that it made them feel emboldened and in control of their career. In a separate report released by Indeed called the “Ghosting in Hiring Report,” candidates that ghosted employers reported they did so because the job or company wasn’t the “right fit,” pay or benefits were insufficient, or they received another job offer. Other than another job offer, those don’t seem legitimate excuses since they knew the pay and benefits before applying, and they never arrived to the interview to learn if the job or company didn’t “fit.”

What to do? I obviously don’t have all the answers, but it was recommended to keep track of your “ghosts” so if they apply again in the future, you know they’re a candidate to avoid. Also to hold off releasing your second-choice candidates until your new hire actually begins the position. Our new hires have been friends and family of patients, and have been just wonderful additions to the practice. Evidently a bit of nepotism still goes a long way. As an employer, I’ll continue to be as transparent about my positions and the benefits we provide, but just like in the online dating world, it seems professional ghosting is another unfortunate reality of our modern world.

Shannon L. Steinhäuser, OD, MS, FAAO - Chief Medical Editor

ssteinhauser@gmail.com