Stop ghosting candidates!

Ghosting isn’t just a dating term anymore – it’s become part of the recruitment vocabulary too. Employers are quick to talk about candidates who vanish without a trace, but it’s not a one-sided story. Many organisations are guilty of ghosting candidates as well, and the impact on employer brand, candidate trust and long-term recruitment success is bigger than most realise.

Yes, it’s frustrating when a candidate fails to turn up for an interview or stops responding after a job offer. But let’s be honest – candidates experience this too. Applications disappear into black holes, interviews are followed by silence and feedback often never arrives. If we want candidates to treat the recruitment process seriously, we have to do the same.

So why does employer ghosting happen - and how do we stop it? Here’s a closer look.

Ghosting isn’t just a candidate problem

In a competitive market, candidates are applying for multiple roles and moving quickly – so when they ghost an employer, it can feel careless and disrespectful. But employers do it too, often unintentionally.

Common examples include:

• Not acknowledging applications at all

• Interviewing someone but never following up

• Promising feedback but failing to deliver

• Leaving candidates waiting for weeks with no update

• Suddenly withdrawing interest without explanation

For candidates, this is discouraging. They’ve invested time preparing CVs, completing assessments and attending interviews. When they hear nothing back, it leaves a lasting impression – and not a positive one. In fact, surveys show that candidates are more likely to leave a bad review or avoid reapplying to a company that ghosts them.

Why does employer ghosting happen?

Employer ghosting rarely comes from malice. More often it’s caused by:

• Busy hiring managers who intend to reply later but never get round to it

• Unstructured recruitment processes with no defined communication plan

• Too many applicants and not enough time to respond individually

• Internal delays, such as waiting for sign-off or budget approval, but not communicating this to candidates

• Lack of accountability, where no one is responsible for updating candidates

But here’s the thing – candidates don’t see what’s happening behind the scenes. They only see silence. And silence speaks volumes.

The consequences of ghosting candidates

Ghosting may save time in the short term, but it creates long-term issues:

• Damaged employer brand – Candidates talk. They share their experiences online, with colleagues and on platforms like Glassdoor.

• Lower application rates – If candidates expect poor communication, they’ll choose to apply elsewhere.

• Loss of future talent – A candidate who wasn’t quite right for this role might have been perfect for the next one – but not if they’ve written you off.

• Higher drop-off rates – If candidates sense they’re being ignored, they’re more likely to withdraw or accept another offer.

• Reduced trust in your company – Ghosting sends a message that people aren’t valued, which can also affect your reputation internally.

How to stop ghosting candidates

The good news? It’s easy to fix – and small changes make a big difference.

1. Set expectations from the start

Tell candidates what the recruitment process looks like, how many stages there are and when they can expect to hear back. If your timeline changes, update them. Transparency builds trust and reduces follow-up emails.

2. Acknowledge every application

Even if you can’t respond to each candidate personally, an automated acknowledgement makes a big difference. Our applicant tracking system can send instant confirmations, so candidates know their application has been received and is under review.

3. Communicate regularly – even if there’s no update

Silence creates anxiety and assumptions. A simple message like “We’re still reviewing applications – thank you for your patience” keeps candidates engaged and shows respect for their time.

With our applicant tracking system, you can schedule automated updates at each stage, so no one is left wondering.

4. Give feedback – or at least a reason

Candidates appreciate honesty. If they’re not successful, tell them. If you can offer constructive feedback, even better. It helps them grow and leaves them with a positive view of your organisation – even if they weren’t hired.

5. Make withdrawing an application easy – and respectful

Sometimes a candidate will pull out. Instead of ignoring it, acknowledge their withdrawal. Thank them for their interest and leave the door open for future roles. It’s simple, professional and leaves a good impression.

6. Use technology to support – not replace – communication

Automation helps ensure consistency, but it shouldn’t remove the human element entirely. Use templates for efficiency but personalise key messages, especially after interviews. Our applicant tracking system lets you store interview notes, merge candidate names and customise messages, so communication still feels human.

7. Hold your hiring teams accountable

If ghosting is happening because communication is no one’s responsibility, make it someone’s. Build it into the process. Agree on timelines:

• How long after an interview should feedback be sent?

• Who sends rejection emails?

• What’s the maximum time a candidate should wait for any update?

Having clear responsibilities helps prevent silence.

Candidates remember how you made them feel

You might not remember every candidate who applied, but they will remember how you treated them. Even if they’re unsuccessful, a positive experience means they’ll recommend you, reapply in future or speak well of your brand.

And when a candidate does ghost you – which can still happen – you’ll know that your side of the process has been fair, respectful and professional.

Final thoughts

Ghosting isn’t just a candidate problem – it’s a two-way street. If we want candidates to communicate honestly, turn up to interviews and respond to offers, we have to treat them with the same respect.

By creating a structured, transparent and human recruitment process, employers can stop ghosting candidates and start building stronger relationships – even with those they don’t hire.

Our applicant tracking system is designed to help you do exactly that. From automated updates to interview scheduling and feedback tools, it removes silence from your hiring process and replaces it with clarity.

So this year – don’t be the ghost. Be the employer people remember for the right reasons.

FAQs

What is candidate ghosting?
It’s when a candidate stops responding, doesn’t show up for interviews or disappears after receiving an offer.

Do employers ghost candidates too?
Yes – when applications aren’t acknowledged, interviews aren’t followed up on or feedback is never given.

Why is employer ghosting a problem?
It damages your employer brand, reduces trust and discourages future applications. Candidates share their experiences online and with others.

What’s the business impact?
Poor communication leads to higher drop-off rates, slower hiring, negative reviews and a weaker talent pipeline.

How can employers improve?

• Acknowledge every application

• Set clear timelines and keep candidates updated

• Give feedback where possible

• Use an applicant tracking system to automate and personalise communication

How quickly should candidates hear back after an interview?
Ideally within 5–10 working days, or send an update if more time is needed.