The ghosting phenomenon: Why people disappear…
The term “ghosting,” typically associated with romantic relationships, has firmly entered the professional world. It describes the abrupt end to communication during the hiring process, and both employers and candidates are guilty of it. This phenomenon goes beyond emotional rejection; it carries significant consequences for the efficiency and integrity of the recruitment landscape.
Here’s a look at the core reasons behind ghosting:
For employers
- High applicant volume: The sheer number of applicants makes it difficult for recruiters to give personalised responses to every candidate. A 2025 study found that on average each job advert receives 340 applications – that’s a 182% increase from 2021*
- Fear of confrontation: Some recruiters are uncomfortable delivering rejection or negative feedback, so they avoid contact.
- Overwhelmed staff: Recruiters can become overloaded with multiple roles, and internal communication issues can lead to candidates being forgotten.
- “Ghost jobs”: Companies may post jobs that are not meant to be filled to gauge the talent pool, build a pipeline for future needs, or project an image of growth.
For candidates
- Receiving other offers: Candidates in a strong job market can receive multiple offers and ghost employers after accepting a better opportunity.
- Long or unclear processes: A slow, non-transparent hiring process can cause candidates to lose interest or feel disrespected.
- Discomfort with rejection: Candidates may ghost an employer if they feel it is easier than having a potentially confrontational conversation about declining an offer.
- Poor fit: Candidates may discover a misalignment in compensation, benefits, or company culture, and simply disappear instead of communicating.
Implications of ghosting in the hiring process
For employers:
- Wasted resources: Employers lose time and money when candidates ghost, often forcing them to restart the hiring process from the beginning. 75% of hiring managers have reported that 50% of their hiring budget has been lost due to ghosting.**
- Damaged company reputation: A poor candidate experience, including being ghosted, can lead to negative online reviews and make it harder to attract top talent in the future.
- Frustration and demotivation: Hiring teams can become frustrated and demotivated when a promising candidate disappears after a job offer or during the interview process.
- Reduced ability to scale: When positions stay vacant longer due to ghosting, it strains existing teams, delays projects, and can compromise a company’s ability to grow and innovate.
For candidates:
- Negative psychological impact: Being ghosted can lead to feelings of frustration, self-doubt, and impostor syndrome, similar to ostracism.
- Lack of professional development: Candidates who are ghosted by employers receive no feedback, making it difficult for them to understand their weaknesses and improve their application skills.
- Lost opportunities: A candidate who ghosts an employer may burn a bridge, preventing future opportunities with that company.
- Increased anxiety: The uncertainty of ghosting can create anxiety and uncertainty for candidates who are trying to make important career decisions.
- Perpetuating the cycle: As employers ghost candidates, it can lead to a cycle where some candidates feel justified in ghosting employers, further undermining trust in the hiring process. This is supported by the 2023 indeed survey which found that 75% of UK employees have ghosted a potential employer.**
How to prevent and navigate ghosting
Restoring trust in the hiring process requires both sides to commit to better communication and transparency.
What this means for employers:
- Focus on Candidate Experience: Implement a fast, transparent process with clear timelines and regular updates. Acknowledge every application, even if automated.
- Prioritise Feedback: Develop a standardised, concise way to provide rejection feedback. While difficult, this builds goodwill and professional respect.
- Internal Alignment: Ensure recruiters and hiring managers are aligned on the role and process to prevent internal delays and dropped communication.
What this means for candidates:
- Maintain Professionalism: Always communicate your decision clearly and promptly, even when declining an offer. Thank the team for their time.
- Set Expectations: If the hiring process is too slow, respectfully communicate your needs and inquire about a timeline.
- Leverage Recruiters: Working with a trusted partner like Impact ensures you are always professionally represented. We handle sensitive communication and negotiations, ensuring you don’t burn bridges and receive valuable feedback.
Impact: How we can help…
We act as the strategic link, ensuring the interview process involves clear, two-way communication and manage expectations for both the employer and the candidate. We give candidates the full context of the opportunity and company culture, and we provide employers with essential, honest market insights.
For Employers:
We ensure timely, professional communication with all candidates, drastically reducing the risk of ghosting and safeguarding your brand. Our efficient processes prevent the long delays that often trigger candidate disappearance.
For Candidates:
We are your professional intermediary, handling offer declines, salary negotiations, and the difficult process of asking for feedback. This ensures you maintain a positive professional reputation with companies, even if you don’t accept the role.
The world of work is competitive enough without silent disappearances. Let’s work together to make the recruitment journey transparent, respectful, and effective.
If you are struggling with candidate ghosting or need professional guidance on navigating the job market in Northamptonshire and beyond, please contact us on 01604 239555 or email info@impactrecruitment.co.uk.
** https://d341ezm4iqaae0.cloudfront.net/assets/2023/12/07011245/Indeeds-Ghosting-in-Hiring-Report.pdf
