Ghosting: A Widespread Issue in Recruitment

The phenomenon of “ghosting,” commonly associated with personal relationships, has become increasingly prevalent in hiring processes. More job candidates report experiencing complete silence after interviews, receiving no response—positive or negative—from potential employers. Conversely, employers also encounter ghosting from candidates. This practice is raising concerns among both job seekers and HR professionals, as it affects candidate experience and employer reputation.

A growing number of professionals involved in hiring processes never receive feedback, with some not even receiving an acknowledgment of their application. According to Greenhouse, 61% of job seekers in the United States, the United Kingdom, and Germany have been ghosted after an interview, a nine-percentage-point increase since April 2024. However, ghosting is not one-sided. Indeed reports that 70% of US job seekers believe it is “fair” to ghost employers, while 23% felt empowered after doing so, and 62% say they plan to ghost future employers.

This breakdown in communication affecting both employers and candidates has shifted from being considered unprofessional to becoming a widespread issue, reports Occupational Health Mexico. Several factors contribute to this trend. Employers often cite the high volume of applications as a reason for not responding to all candidates. Some avoid sending rejection notices, possibly due to discomfort in delivering bad news.

For job seekers, the Top 5 reasons for ghosting include the job not being the right fit, misalignment with company expectations, an insufficient salary offer, inadequate benefits, or receiving a better job offer elsewhere, according to Indeed. Additionally, 46% of candidates abandon a hiring process after experiencing an impersonal job interview, states Computrabajo.

Ghosting can have significant consequences. Candidates left without feedback often experience frustration and uncertainty, reports RHH Digital. Many begin to question their qualifications or the effectiveness of their job search strategies. Over time, this can lead to disengagement, making job seekers less proactive in their search. Some may stop updating their résumés or personalizing applications, while others may withdraw from the job market altogether.

Employers often ghost candidates due to factors such as focusing on other applicants, opting for internal hires, implementing hiring freezes, or encountering administrative oversights. Additionally, unexpected circumstances like family emergencies, sudden sick leave, last-minute time off, or overlooked emails can also play a role. According to Greenhouse data, the rise in ghosting is linked to AI-driven job applications overwhelming employers. Recruiter workloads increased by 26% last quarter, as 38% of job seekers mass-applied to roles, flooding companies with résumés rather than targeting specific opportunities.

Addressing workplace ghosting requires strategic and proactive efforts from both employers and employees. According to Occupational Health, key strategies include transparent communication, continuous feedback, career development opportunities, engagement surveys, workplace flexibility, a supportive culture, and clear resignation policies. Indeed suggests leveraging data-driven strategies to reduce ghosting, while Computrabajo highlights the role of technology in improving communication, saving time, and enhancing the overall hiring experience.