Ghosting: Not just a dating problem! It’s a recruiting one, too.
We often see posts about recruiters ghosting candidates (tsk-tsk!), but recruiters are frequently on the receiving end as well. You have a great conversation with a candidate, maybe even schedule an interview, and then… silence. No response, no explanation—just radio silence.
But why does this happen? And more importantly, what can recruiters do to prevent it?
Why Candidates "Ghost":
They Took Another Offer: If they accepted another role, they may not feel the need to inform other recruiters. Maybe the other company moved faster, offered a better package, or aligned more with their career goals. If they weren't fully sold on your opportunity, they might take the easier route and disappear.
The Process Took Too Long: Delays in scheduling interviews, slow feedback, or long hiring processes can cause candidates to lose interest. If they feel stuck waiting, they might move on.
They’re Avoiding an Uncomfortable Conversation: Some candidates don’t like delivering bad news. Whether they’ve changed their mind about the role, aren’t sure it’s the right fit, or just don’t want to say no, ghosting feels easier than explaining.
Something in the Process Didn't Sit Right With Them: Maybe they had a bad experience during an interview, didn’t feel excited about the opportunity, or got a sense that the role wasn’t what they expected.
They Weren’t That Invested to Begin With: Sometimes, candidates apply or take initial calls just to explore, not because they’re fully ready to make a move.
What Recruiters Can Do to Prevent Ghosting:
Set Expectations Early: Be clear about the process, timeline, and next steps so candidates know what to expect. A well-structured process makes candidates more likely to stay engaged.
Encourage Transparency About Their Job Search – Candidates often explore multiple opportunities. Can’t put all your eggs in one basket, right? You can get ahead of this by asking early on if they are interviewing elsewhere and what their job search timeline looks like. This helps you gauge their level of interest and manage expectations.
Move Quickly: Speed matters. If a candidate feels like things are dragging, they may lose interest or accept another offer before you even reach the next step.
Build Real Relationships: People are less likely to ghost when they feel a personal connection. Take the time to understand their motivations and career goals instead of treating them as just another applicant.
Make It Easy to Say No: Encourage open communication and let candidates know it’s okay to decline an opportunity. A simple “If this isn’t the right fit, just let me know—no hard feelings!” can make it easier for them to respond.
Follow Up (But Don’t Overdo It): If a candidate goes silent, a follow-up or two is reasonable. But if they’re unresponsive after multiple attempts, it’s best to move on rather than chase them down.
Ghosting is frustrating, and there’s only so much we can do to prevent it. But if we build a recruiting process centered around a great candidate experience, we encourage transparency and communication in return.
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