Ghosting: Causes and Solutions
Ghosting. It’s not just a term for Halloween, it’s an unfortunate reality in the recruitment world. Whether it’s a candidate vanishing into thin air after an interview or a recruiter failing to follow up after promising feedback, ghosting leaves everyone frustrated and scratching their heads as to why.
But what’s behind this and more importantly, how can we tackle it? Let’s look into the causes, get honest about the challenges, and share actionable tips to keep the ghosting at bay.
👻 Why Do Candidates Ghost Employers?
They’ve Accepted Another Offer
With multiple applications going on, candidates often go with whoever makes the first or best offer. Sometimes, they feel uncomfortable letting other employers know they’re no longer interested.
💡 Solution:
Be proactive. Follow up quickly after interviews and keep communication clear and consistent. Make it easy for candidates to give you a polite “no” by emphasising honesty and open dialogue.
The Process Takes Too Long
If your hiring process is too slow and with too many hoops, candidates might lose patience and disappear.
💡 Solution:
Streamline your recruitment process.
Poor Candidate Experience
Long applications, unclear job descriptions, or an unwelcoming interview process can make candidates feel undervalued or uninterested.
💡 Solution:
Audit your candidate experience regularly. Provide clear communication, set expectations, and treat candidates well.
No Feedback After Interviews
When candidates feel like they’ve been ghosted by the recruiter they often reciprocate and ghost others further down the line.
💡 Solution:
Always provide post-interview feedback, even if it’s just a short email thanking them for their time.
👻 Why Do Recruiters Ghost Candidates?
Too Many Applications
With hundreds of resumes to review, it’s easy for recruiters to feel overwhelmed and unintentionally leave some candidates hanging.
💡 Solution:
Use technology to your advantage. Automation tools can send polite rejection emails to candidates not moving forward, ensuring no one feels ignored.
Unclear Internal Feedback
Sometimes, recruiters are waiting for hiring managers to decide on the next steps and candidates get stuck in limbo.
💡 Solution:
Set clear expectations with hiring teams about feedback timelines and prioritise the candidates.
Fear of Delivering Bad News
Rejecting candidates isn’t fun, but leaving them in the dark is far worse for your company’s reputation.
💡 Solution:
Craft professional, empathetic rejection templates. Candidates appreciate honesty, even if the answer isn’t what they hoped for.
Changing Priorities
Sometimes roles get filled internally or budgets shift, leaving candidates waiting for updates on jobs that no longer exist.
💡 Solution:
Be transparent. If priorities change, inform candidates as soon as possible and keep communication open.
🚀 How to Stop the Ghosting Cycle
- Communicate, Communicate, Communicate
Regular updates keep everyone in the loop. Even a quick “We’re still reviewing applications” email can make a difference. - Set Expectations Early
Be upfront about timelines, process stages, and next steps. Candidates are less likely to ghost when they know exactly what to expect. - Make Rejection a Positive Experience
Constructive feedback, even in rejection, builds goodwill and keeps your employer brand strong. - Be Human
Everyone wants to feel valued. Whether you’re a candidate or a recruiter, treat the other side with respect and empathy.
Ghosting might feel like a modern recruitment plague, but it doesn’t have to be. By creating a hiring process that values communication, efficiency, and mutual respect, we can turn the tide.
