Ghosting is mostly known from online dating. The term describes a situation where two people are in close contact, maybe even have a date planned – and then one person suddenly cuts off all communication. Messages, calls – every attempt at contact goes unanswered. This behaviour also occurs in professional contexts: ghosting unfortunately happens in the recruiting process too. Talents may suddenly not show up for a scheduled interview, fail to respond to emails, or in the worst case, simply not appear on their first day of work.
What can be the causes of ghosting?
Some candidates may just want to “test the waters” and get a sense of their market value without any serious intent. In the war for talent, it's also possible that your candidates have multiple offers and choose another one – without informing you. Others might simply be too lazy or lack the courage to communicate that they’re no longer interested. There are also cases where applicants have personal reasons that prevent them from continuing the recruiting process. These might include family matters, health issues or other urgent commitments.
Sometimes the reason lies in fear of confrontation: some people avoid conflict and are afraid of being rejected or having to reject an offer themselves. They choose to break off contact entirely to avoid uncomfortable situations.
The unreliability of some candidates can also be linked to dissatisfaction with the recruiting experience itself. Lack of transparency, long response times, poor appreciation throughout the process, or a bad atmosphere during the interview can all lead to frustration – increasing your risk of being ghosted. Frustrated candidates may use ghosting as an easy way out.
How can you avoid ghosting in recruiting?
As an employer, you have more influence than you think. Companies with a strong employer brand and a respectful, eye-level recruiting process leave little room for dissatisfaction.
These four tips can help reduce the chances of ghosting in the recruiting process:
- Fast response times and clear timelines: Respond to applications and candidate inquiries as quickly as possible. Delays can cause frustration and disinterest. Also define a clear timeline within which they can expect feedback or decisions. This helps reduce uncertainty and allows candidates to better coordinate their own plans.
- Follow-ups and reminders: Send friendly reminders to candidates about the status of their application or the next step in the selection process. This shows your interest and commitment, encouraging them to remain active in the process.
- Reflect on your process: Regularly review your recruiting process and ask candidates for feedback. This helps identify weaknesses and improve the process continuously. It’s the only way to ensure a positive experience for every applicant.
- Transparent and clear communication: Make sure your communication with candidates is transparent and clear. Provide detailed information about the recruitment steps, timeline, expectations and next actions. Clear communication helps avoid uncertainty and builds trust with applicants.
More transparency means more effort – right? Not with our e-recruiting software. With it, communication with candidates becomes automated and still feels personal. At the same time, your entire team can view the talent selection process. Internal coordination becomes faster and easier – so you can inform applicants about updates and decisions earlier. That saves you up to 70% of your resources. Test our software directly in a live demo or contact us for more info. We look forward to hearing from you!