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“Ghosting” not only happens in the dating sphere, but in the everyday workforce

Business Industry Gets “Ghosted” by Today’s Job Candidates and Recent Hires

By IGI Global on Aug 13, 2018
“Ghosting” refers to the end of a personal relationship without any explanation and no follow-up communication. Not only is this a popular dating term, but “ghosting” is about to become more widely known in the business industry. According to USA Today, many businesses report that 20 to 50 percent of job applicants are not showing up. This phenomenon is not new, as this behavior was once linked with the HR heads who have ignored job applicants or forgot about them after a number of interviews, according to a ET Tech article.

Individuals from different age groups take part in "ghosting," the ET Tech article adds. However, this ongoing trend brings up organizational concerns, as “one of the greatest challenges for organizations will be the retirement of more than 75 million older workers, and their replacement by a comparable number of young people entering the workforce,” stated Prof. Ivan Barron and Prof. Daniel Alexander Novak from the University of Washington in the chapter, “i-Leadership: Leadership Learning in the Millennial Generation,” from the publication, Handbook Research on Human Resources Strategies for the New Millennial Workforce. Preparing the current generation of millennials for today’s workforce has presented itself as a bigger challenge for society, as leaders from the Baby Boom generation retire.

Millennials learn and respond differently from the previous generations, from their learning styles to their attitudes. In order for millennials to grow as leaders, researchers examine possible methods and strategies for how millennials best learn, and what will accommodate their specific learning needs. According to Prof. Barron and Prof. Novak, “If these generational differences are not understood and addressed, then leadership development programs may not adequately serve the various learning styles and perspectives of younger generations that are now preparing to enter the workforce.”

When it comes to leadership development, millennials value skill sets necessary for self-leadership over other leadership competencies. Is the lack of gaining these desired skill sets, driving millennials to “ghost?” Based on research, for corporations and organizations to build leaders, employers need to consider focusing on helping recent hires build their skill set for self-leadership. With this approach, millennials may experience more motivation to stay in the organization or corporation.

On the other hand, “ghosting” may be a possible result of workplace arrogance. “Workplace arrogance is considered as the arrogant behavior in the organization,” stated Prof. Khaled Tamzini from University of Sousse and Prof. Tazar Lazhar Ayed from Umm Al-Qura University in their publication, Analyzing Workplace Arrogance and Organizational Effectiveness: Emerging Research and Opportunities.

Prof. Tamzini and Prof. Ayed find that arrogance is related to low job performance, based on four concepts: task performance, contextual performance; social support and self-efficacy. The concept of workplace arrogance can be a serious problem, if employers take little initiative to curb it. "Arrogant employees are poor performers who negatively impact social exchange in the workplace," state Prof. Tamzini and Prof. Ayed in their publication.

Although there may be many reasons for employees or job applicants "ghosting" the business industry, new trends like preparing the millennial workforce and addressing workplace arrogance cannot just be read and ignored. As “ghosting” continues to affect the job market and corporations, employers refer to global-level research to make changes or decisions in the hiring process. However, research in the millennial workforce and its related topics remains scarce, and without it, employers experience troubles in maintaining their businesses, especially in this current job phenomenon. This problem calls for an increase in human resource research within the business realm.
For more information around human resource management, click here. To ensure this research is made available to the academic community, all of these publications are featured as a part of IGI Global's InfoSci®-Books database, which offers institutions access to 4,500+ books containing over 89,000 chapters of peer-reviewed research in core subjects such as Business & Management, Computer Science & Information Technology, Education, Engineering, and Social Sciences & Humanities. InfoSci-Books offers institutions full-text PDF and HTML format with no DRM and an unlimited number of users. Purchase or recommend a free trial for your institution today.
Additionally, view the recommended readings below and recommend them to your library:

Disclaimer: The opinions expressed in this article are the author’s own and do not reflect the views of IGI Global..
Newsroom Contact
Caroline Campbell
Marketing Manager
ccampbell@igi-global.com
(717) 533-8845, ext. 144
www.igi-global.com/

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