The Other Side of Ghosting

Who hasn’t experienced that anxious wait after a job interview, constantly refreshing their inbox in hopes of getting a response?

Ghosting isn’t just a dating phenomenon. It’s made its way into the workplace, too.

While disappearing without a word after an application or professional exchange is often associated with candidates, employers can also leave people in the dark.

An unanswered application. An interview with no follow-up. A hiring process that seems to drag on indefinitely.

Is it ghosting? Not necessarily. But from the other person’s perspective, it can certainly feel that way.

In a competitive talent market, every interaction matters. So, what if both sides took a moment to reflect, understand each other’s perspective, and communicate a little better?

👉 For Employers: It’s Not Ghosting, But…

Most recruiters and hiring managers aren’t deliberately ignoring candidates.

More often than not, the reasons are organizational: complex internal processes, shifting priorities, unclear next steps, or simply too much on everyone’s plate.

There’s rarely any bad intention behind the silence.

But for a candidate waiting for an answer, the experience can feel very different.

What candidates might be thinking:

• “I guess I’m never going to hear back.”
• “Why bother interviewing me if you’re not going to follow up?”
• “It feels like they have no respect for my time.”

Our advice:

• 🗓️ Set clear expectations about timelines from the beginning, even if they’re only estimates.
• ⏱️ Shorten decision-making cycles whenever possible, or communicate proactively when delays are expected.
• 📬 Automate certain follow-ups, including thoughtful rejection messages.
• 🤝 Be transparent about where things stand. It’s better to say “the process is on hold” than to disappear without an explanation.

👉 For Candidates: Courtesy Should Go Both Ways

Job seekers aren’t immune to ghosting either.

After an interview or an initial conversation, some candidates simply stop responding.

Maybe their circumstances have changed. Maybe they’ve accepted another offer. Or perhaps they’ve gradually lost interest in the opportunity.

Whatever the reason, disappearing without a word makes it harder for recruiters to follow up and plan their next steps.

And here’s the thing: you can be courteous without having to explain every detail of your decision.

What recruiters might be thinking:

• “I’m wasting my time with this candidate.”
• “It would be hard to trust this person with another opportunity.”
• “I probably won’t reach out to them again.”

Our advice:

• 🙋 Be upfront if you’re no longer interested in the opportunity.
• ⛔ Don’t agree to an interview simply out of politeness if you have no genuine interest.
• 🤝 Keep the door open. A thoughtful “no, thank you” will always be better received than silence.

📊 Ghosting: A Two-Way Problem

A Canadian survey found that 77% of candidates had ghosted a recruiter at least once in the previous year (Indeed/Censuswide).

Meanwhile, 61% of candidates in the technology sector reported receiving no follow-up after an interview.

These numbers point to a broader issue.

Ghosting isn’t simply about individual behaviour. It’s often a symptom of poor communication, unclear expectations, and a lack of mutual engagement.

🧭 Moving Beyond Silence: Building a Culture of Clarity

Whether intentional or simply perceived, ghosting damages trust.

Yet, in many cases, the real issue isn’t a lack of respect. It’s a lack of alignment, transparency, or communication.

Restoring clear, human communication, even when the answer is no, means recognizing the time, effort, and expectations of everyone involved.

And the consequences extend beyond the hiring process itself.

Your employer brand is also at stake.

A candidate who feels ignored today could have become a future employee, client, or brand ambassador.

Clear communication strengthens an organization’s credibility, image, and reputation. That’s why building transparent, respectful, and thoughtful recruitment processes matters.

As recruitment professionals, we also have a responsibility to help both sides communicate more effectively.

Because there are people on both sides of the conversation.

A rejection, a delay, a moment of uncertainty. These are all things we can communicate.

And the more openly we do so, the healthier, smoother, and more respectful our professional interactions become.

Because ultimately, good recruitment starts with good relationships. And every healthy relationship begins with open, honest communication, on both sides.