Few things are more frustrating in recruitment than reaching a critical stage in the hiring process, only for all communication to abruptly stop. Both employers and candidates can be guilty of this disappearing act, commonly known as "ghosting." Beyond the immediate irritation, ghosting can have broader implications that ripple across the recruitment process.
What Is Ghosting?
Ghosting is when someone intentionally cuts off communication with no explanation, hoping the other party simply gives up. In today’s digital world, it’s even more apparent—especially when people remain active on social media but ignore phone calls, emails, and messages. Whether it’s from a candidate or employer, ghosting leaves a mark on the recruitment process.
Why Candidates Ghost
Recently, the rise in candidates ghosting potential employers has become a concerning trend. It’s easy to chalk this up to a tight job market and multiple offers, but the reasons behind it are often more complex. Candidates may ghost for reasons such as:
- Accepted a counteroffer from their current employer
- An abundance of available jobs gives them other opportunities
- Highly specialised skills mean they have multiple offers on the table
- A poor cultural fit with the employer after meeting the team
- Misalignment with job expectations, salary, or contract terms
- A change of heart about their reasons for seeking a new role
While these reasons are valid, ghosting—especially late in the process—has serious consequences. Candidates who ghost not only waste time and resources but also risk damaging their reputation in the industry. Employers are left in limbo, and others may miss out on their ideal job when positions go unfilled.
The Ripple Effect of Ghosting
Ghosting an employer has wider implications, especially when it occurs near the offer stage. Here’s how it can affect the hiring process:
- Employers are left uncertain, wondering if there is a legitimate reason for the silence
- Candidate reputation suffers, potentially affecting future opportunities
- Time and financial costs escalate, as the process must be restarted or other candidates reconsidered
- Team dynamics are disrupted, with departments left understaffed for longer than necessary
For employers, ghosting can be particularly frustrating if other qualified candidates have already been dismissed or moved on. A simple message explaining that the candidate is no longer interested could prevent much of this disruption. While it’s never easy to deliver bad news, a respectful decline is far better than silence.
Can Employers Prevent Being Ghosted?
While ghosting is an unfortunate reality of modern recruitment, there may be lessons employers can learn from it. If a candidate ghosts late in the process, it might be worth reflecting on these questions:
- Was communication clear and consistent throughout the process?
- Were candidate expectations properly managed regarding timelines, responsibilities, and job details?
- Were there delays that might have caused frustration or disinterest?
- Did the job description evolve without sufficient explanation?
Sometimes, ghosting can be a sign that the candidate simply wasn’t the right fit. But in an increasingly competitive market, it may also highlight areas for improvement in the employer's brand and recruitment process. With today’s skill shortages, addressing these gaps is worth considering to attract and retain top talent.
At Bespoke Recruitment Solutions, we’re here to help you navigate the recruitment process smoothly. Whether you're hiring or job hunting, let’s talk about how to make every step more transparent and productive.