Laureana Teichert’s research while affiliated with University of Sopron and other places

This scoping review elucidates the behavioural trend of ghosting in vocational surroundings. Ghosting originates from private contexts, specifically from the dating sector. Due to power shifts within labour markets, the phenomenon entered vocational surroundings, impeding organisations’ daily operations and recruiting processes. Ghosting describes the behaviour of one party abruptly terminating contact with another party, without providing explanatory information or indications. Disappearing like ‘a ghost’ leaves ghosted parties uncertain about the situation. The current state of research on ghosting in vocational surroundings is sparse, mainly focusing on the candidate perspective to generate insights and enhance understanding. By conducting a qualitative content analysis, this scoping review examines the scope of preceding research, generating a scoping map to demonstrate the coverage of current knowledge on the respective research field, as well as outlining overlaps and gaps. Previous research differs substantially in the scope, with each study covering a different area of ghosting in vocational surroundings. The main overlaps are to be found on the perspective of the candidate side, but working towards various research objectives. The state of research to date is sparse and challenging to compare across studies, therefore examined broader by each research focusing on a different scope.

Given the evolving landscape of recruitment, the integration of technologi-cal and media trends has revolutionized recruitment processes, transform-ing how companies attract potential future colleagues. “Digitales Recruiting entlang der Candidate Journey. Maßnahmen und Best Practices für erfol-greiches Employer Branding” by Michael Lorenz and Frank Nientiedt (2023) offers insights and guidelines on integrating digital components at every stage of the candidate journey. The book serves as a comprehensive guide to the complex field of digital recruiting strategies. From raising awareness to making a final hiring decision, Lorenz and Nientiedt (2023) break down the stages of the candidate journey, explaining how digital tools can be used to optimize recruitment processes and outcomes. Drawing on related research and specific industry best practices, the book discusses va-rious aspects of digital recruitment, including social media recruiting, app-licant tracking systems, predictive analytics and more. The implementation of digital technologies to create a seamless and candidate-centric recru-itment process is a primary focus. The book highlights the potential of di-gital recruiting strategies by providing methods on how to leverage social media platforms to enhance employer branding or how to use algorithms powered by artificial intelligence to identify top talent...

Candidate ghosting has become an increasingly prevalent phenomenon in recruiting processes. It describes a behavioral pattern that enables one party to terminate communication with another party without offering any information or explanation. As power dynamics shifting within labor markets, candidate ghosting is leading to adverse issues, including key positions not being filled, project escalations and increased employee turnover. Previous research focus-es on the candidates’ reasons to ghost. During recruitment processes this information is not available to companies. Therefore the paper focuses on the companies’ perspective on candi-date ghosting. In addition to these reasons, recommendations exist regarding preventive measures that could be adopted by companies to mitigate candidate ghosting. Empirical re-search lacks a specific target audience to which these measures can be applied to. Implement-ing recommended measures for all candidates while maintaining the candidate pipeline would incur significant costs. In order to effectively manage candidate ghosting in a cost-efficient manner, it is necessary to extract information from existing data available to companies in ini-tial phases of recruitment processes. Research has to provide valuable insights by bridging the gap between the phenomenon of candidate ghosting and the recommended preventive ac-tions. The current state of knowledge does not provide such outcomes.