The ghosting crisis in hiring and how to prevent it

Ghosting has evolved from social and personal relationships to the professional space.

In recruitment, it refers to the sudden and unexplained disappearance of a party (candidate or recruiter) during the hiring process.

According to a career coach, although often assumed harmless, this has significant consequences for both parties. But first, we are told about the reasons it happens.

Achieng’ Abok, a Professional Development Specialist, explains different reasons why parties ghost during the recruitment process.

“For candidates, it sometimes happens when they have received other offers during their interview season. And for many, instead of communicating this to the recruiters, a lot of them disappear due to the discomfort of sharing this—they ghost,” she says.

Other candidates ghost recruiters because they may have had a negative interaction with them. “The vibes were not vibing,” says Achieng’, adding that this is something common, especially because it hints at the environment they are trying to enter.

However, what tops the list of candidates disappearing is the lack of transparency from recruiters.

“This is very common, especially when it comes to discussions around remuneration. Candidates want jobs to be open about salaries well before even applying. Otherwise, many feel that their time is wasted. Also, when recruiters are asked about this, they rarely respond positively, making candidates disengage,” she explains.

For recruiters, some do the ghosting simply because they have an overwhelming workload or internal changes within the business. Some organizations lack the systems or resources to support automated candidate management and feedback.

“Most importantly, recruiters are human too,” says Achieng’. “No one likes giving bad news, just like no one likes receiving it. So many recruiters fold, leaving candidates in the dark, not knowing that it has greater repercussions.”

Recruiters and candidates who ghost not only waste time and resources but also risk damaging their reputation in the industry.

“In niche industries, the recruiting world is small, and recruiters often share information even when simply seeking recommendations. Ghosting an employer can come across as unprofessional and potentially harm future job prospects. For companies, the rise of social media means ghosting can result in negative reviews, word-of-mouth complaints, and a damaged brand image, making it more difficult to attract top talent,” she explains.

Ghosting can be frustrating and demoralizing for job seekers, while companies lose out on talent. Candidates who are ghosted may lose trust in the company and are less likely to apply again or may even actively discourage others from applying.

“Candidates risk missing an opportunity, especially when they could have been offered concrete feedback to help in their future job searches. But most importantly, there is the risk of negative impacts on candidates’ mental health. The uncertainty and lack of closure can lead to frustration, anxiety, and even feelings of self-doubt,” Achieng’ says.

So how do both parties move past this, we ask?

“Both candidates and recruiters need to have clear expectations from the beginning,” she explains, adding that communication is often the biggest hurdle in ensuring a smooth hiring process and preventing misunderstandings.

She explains that recruiters should take the time to say ‘thank you’ to candidates and maintain open communication throughout the hiring process.

“People appreciate honest feedback more than silence. It shows respect for their time and leaves a positive impression, even if they’re not selected.”

Of greatest significance, both parties especially candidates should know when to move on. “Do not be emotionally attached to a job before signing a contract,” Achieng’ advises.