So, you’ve optimized your job ad. You’ve perfected the title, the job description and even highlighted key benefits and perks of the role. You have been managing your company’s online presence and monitoring reviews. Maybe you have even asked some of your current employees for feedback and shared it on your company page.

Let’s talk about what happens when the applications start coming in. How long do you usually wait before calling a lead after their resume is submitted? How many times will you try to reach them before you move on to the next one?

In a perfect world, you would receive an application for a position you’re looking to fill, call the candidate and they would answer on the first try. The interview would be set up, they would show up to the interview at their scheduled time and if all went well from there you would have your new employee ready to begin onboarding.

Anyone who handles hiring can tell you that this is rarely the way things play out.

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Factors to Consider

Candidate Availability

Within the recruiting and human resources industry there has been a lot of talk about the Great Resignation our country is experiencing right now. This label is catchy, but it’s less than accurate. What we’re actually seeing is better described as a Great Reshuffle. Yes, employees are leaving their jobs but they aren’t all leaving the workforce entirely.

This means that a significant amount of active job seekers are also actively employed. Many of those people are searching for better pay, better management or a better work life balance. However, that search can not be full time if they’re still working their current job. So, while they may be interested in working for your company, they may not be available to take your call.


Communication Overload

How many times a day do you receive a phone call from a number you don’t recognize? Do you answer those calls? What about emails, how many of those do you receive in a day? With the increase in the volume of telemarketing calls and emails, we are all being constantly bombarded with spam and even scam communication. It can be difficult to connect with anyone without getting lost in the noise.


Fast Paced Job Market

In the current market, the scales are tipped in favor of employees. They are in demand and likely applying to multiple jobs each time they sit down to search. This means that your response time matters, especially with qualified applicants. If things get busy at your office and a few days slip by between an application being submitted and your first attempt to reach the candidate, another company may have beaten you to the punch.


Best Practices to Combat Candidate Ghosting

When you understand the reasons for poor connection rate with applicants, the solutions become clear. 

It is best to reach out to your candidates within 48 hours of their submission. This will ensure that your job is still fresh in their mind when you call. Connection rate averages are usually best between 10am and 4pm on weekdays, so avoid those early morning and end of day calls.

Some recruiters and HR professionals have begun utilizing texting to reach out to their leads. It is more personal and direct than an email but less invasive than a phone call and can be replied to with minimal effort - even in the middle of a work day.

If you prefer email over text, make sure you are paying attention to your email content. Make sure it is personalized and engaging enough to encourage a response. It is important to convey authenticity and transparency to make your company stand out from your competitors. For more on this topic, check out our previous blog about company culture.

Finally, don’t get discouraged or pass the candidate over if you can’t connect on the first call either. Studies have shown that it can take up to three phone calls to get in touch with an applicant. Persistence and a tight follow up process will prevent qualified candidates from slipping through the cracks.

Leah Mosher

Written by Leah Mosher

Leah is the Marketing Operations Analyst for, focused on providing valuable insights to help drive forward the hiring efforts of recruitment teams across the country. Interested in reaching out to Leah to learn more about FindaTruckerJob or our parent company GoToro? Connect with her on LinkedIn!