Ghosting in Workplace, An Ongoing Problem

So-called Ghosting in the workplace has become a problematically common trend. Originally used in the dating world, it has expanded to include instances where job candidates or employees suddenly cut off communication with their employers or colleagues, often without any explanation.

According to a recent report by the Adecco Group, it is predicted that Gen Z will be the largest contributor to the workforce. “By 2030, Gen Z is expected to make up a third of the global workforce, and by 2040, they are predicted to occupy dominant leadership positions in leading organizations worldwide," stated Francisco Martínez, CEO, Adecco Mexico. However, the report suggests that ghosting is a growing problem, particularly among younger workers, due to their perceived lack of communication skills and an over-reliance on technology for communication.

In a 2021 survey by Indeed, research projected that 28% of workers admitted to having ghosted an employer compared to 19% just two years prior. The phenomenon appears to be happening at all stages of the recruitment process, from initial phone screenings to no-shows on the first day of work or even quitting the company without any prior notice. 

Veronica Muñoz, HRBP and Talent LATAM, Estee Lauder, told MBN that "One of the biggest indicators of a dysfunctional work environment is absenteeism. Often, this is the result of stress burnout." This statement is relevant to ghosting because when employees experience stress or an incomprehensive environment at the company, they are likely to resort to ghosting as a coping mechanism.

For the companies, this trend is frustrating and costly. The Society for Human Resource Management (SHRM) reports that the average cost-per-hire for companies is US$4,129, and the average time to fill a position is 42 days. When a candidate ghosts an employer, it can cause delays in the hiring process, leading to increased costs and lost productivity. Hard-to-fill jobs may stay open longer than anticipated, and employers may have to restart the hiring process from scratch, resulting in further delays and expenses. In addition, ghosting can hurt the morale of remaining employees who may be forced to take on extra work or have their career development opportunities impacted by the lack of new hires.

As a result, HR executives can combat the issue by building long-term relations with talent communities. Talent communities can be a valuable tool for employers to establish long-term relationships with passive talent for future job opportunities. Unlike traditional recruitment methods that focus solely on filling current vacancies, talent communities allow employers to engage with potential candidates regardless of their current job status.