Understanding and Preventing Candidate Ghosting

By July 18, 2023HR & Recruitment

In recent years, candidate ghosting has become a serious issue in the recruitment industry and the hiring process. It occurs when candidates stop communicating with an employer during the hiring process, leaving the company without giving an explanation or any reason.

This phenomenon not only creates challenges for recruiters but also hinders the overall progress and efficiency of the recruitment process.

Understanding the root causes of candidate ghosting is crucial for employers to develop prevention strategies.

One common reason candidates ghost is the lack of clear communication and transparency during the hiring process, which may leave them feeling ignored or confused. This often leads to disengagement and the ultimate decision to break contact with the employer.

Employers must ensure effective and consistent communication with candidates to build trust and maintain their interest in the position.

Implementing proper measures to avoid candidate ghosting can benefit both recruiters and applicants. By addressing the key factors contributing to ghosting, employers can enhance the candidate experience, streamline the hiring process, and ultimately identify and retain top talents in their industry.

Why do candidate ghost?

It’s incredibly frustrating when a candidate drops out of the interview process without any notification or explanation. This can occur at any stage of the recruitment process, from the initial interview invitation to the job offer stage.

There are several reasons behind candidate ghosting. One common reason a job candidate ghosts is because a candidate has found a job with better pay, benefits, or hours and loses interest in the job they were considering beforehand.

In such situations, candidates may feel it’s easier to cease communication with the employer rather than formally withdraw their application or decline a job offer. This can leave hiring managers and recruiters scrambling to replace the candidate.

The rise of candidate ghosting is directly related to the current competitive job market.

Candidates often submit applications to multiple positions simultaneously to maximize their chances of securing employment. Consequently, when they receive multiple interview invitations or job offers, they may prioritize one over the others without providing feedback to the disregarded employers.

To minimize the likelihood of candidate ghosting, it’s essential for employers to humanize and streamline the hiring process. This involves empathizing with job seekers as individuals with unique circumstances and facilitating clear, timely communication channels.

An agile recruitment process that promptly responds to applicants and keeps them informed at every stage can help reduce the chances of candidates disappearing without any explanation.

Addressing the issue of candidate ghosting benefits both candidates and employers.

Hiring managers must recognize the importance of respectful and open communication, which will contribute to their organization’s reputation as a desirable place to work.

Candidates should be encouraged to communicate their decision-making process and provide feedback to the hiring manager to help improve the hiring experience for all parties involved.

Understanding and addressing candidate ghosting is essential for developing a positive and transparent recruitment process. By promoting clear communication and empathy, employers can mitigate the risk of ghosting and create a better hiring experience for both parties.

Causes of candidate ghosting

Ghosting is an unfortunate reality employers now face. Companies can reduce candidate ghosting over time by understanding why it happens and improving the hiring experience.

Common reasons

Candidates may choose to “ghost” or abruptly disengage from the recruitment process for various reasons. While each individual’s circumstances and motivations can differ, here are some common reasons why candidates may choose to ghost:

  • Accepted another job—The candidate received and accepted an offer from another company or even their current employer. This is probably the most common reason candidates vanish.
  •   Loss of interest —Candidates often lose interest because the role or company doesn’t seem like the right fit anymore after learning more.
  •   Long process—Drawn-out hiring processes with long wait times between interview stages cause some candidates to disengage and pursue other quicker options.
  •   Poor communication—Lack of communication from the company about application status or next steps leaves candidates in the dark, which encourages them to look elsewhere.
  •   Negative interactions—Unprofessional recruiters, bad interview experiences, or concerns about company culture often cause candidates to have second thoughts.
  •   Compensation—Disappointment with the salary offer or compensation package can result in candidates abandoning the process.
  • Application overload —Applying to too many jobs simultaneously can cause candidates to be overwhelmed and stop responding to some applications.

Employer ghosting

Ironically, many of the reasons for candidate ghosting are that employers have been ghosting candidates for years, often in the first round of interviews, and with no apparent reason.

Like candidates, employers who ghost have different reasons, but the effects are just as frustrating. Employers who make ghosting candidates part of their regular process will likely damage their brand image.

Employers ghost in different ways than candidates. Some examples include:

  •   The application black hole—Candidates submit applications but never hear back from the employer. Their application goes into a “black hole”.
  •   Pre-interview ghosting—A candidate gets an initial screening call or is scheduled for an interview, but the employer stops all communication afterward.
  •   Post-interview ghosting—The candidate interviews for the job, but despite saying there will be a follow-up, the employer never calls or emails them again.
  •   Offer ghosting—The employer verbally offers a candidate a job but then disappears when it comes time to produce the written offer letter.
  •   Start date ghosting—The candidate accepts a job, quits their old job, and plans to start on an agreed-upon date, only to find out that the employer withdraws the job offer before the start date. This type of ghosting from employers is particularly toxic, as it can damage candidate experience and the company’s reputation.

Companies should maintain proper communication throughout the recruitment process, even when rejecting candidates, to demonstrate professionalism and respect for candidates’ time. Providing closure creates a more positive employer brand.

Preventing candidate ghosting by improving the candidate experience

One of the most effective methods to prevent candidate ghosting is to improve the candidate experience. Positive candidate experiences do more to keep candidates than almost any other change in your recruiting process.

So how can you improve candidate experience with your company?

Improving communication

Businesses should prioritize clear and consistent communication throughout recruitment to prevent candidates from ghosting. This includes sharing information about the job responsibilities, compensation, and benefits.

Companies that proactively communicate with candidates are much less likely to see candidate ghosting.

Hiring managers should also identify the candidate’s preferred method of communication to ensure that their preferred mode of contact and the preferred name is being used throughout the discussions.

Using a candidate’s preferred name will do much to personalize communications. For example, if a candidate has the legal name of William but prefers to be addressed as Bill, using that name in emails and other communications will show that he is being regarded as an individual and not simply as a number.

Incorporating automated workflows for email reminders on interview scheduling can also help minimize ghosting, allowing both the hiring teams and candidates to be on the same page. Staying in touch with the applicants, providing feedback, and offering transparency throughout the interview process can alleviate many concerns, keeping candidates engaged and responsive.

Optimizing the hiring process

Creating a fast and efficient application process reduces the likelihood of candidate ghosting. Companies can invest in Internet job boards to reach a wider pool of potential hires.

By streamlining the job application process, candidates can easily grasp the full scope of the position and how it aligns with their career goals and proceed confidently.

Detailed job postings are an excellent way for employers to stand out in the labor market, as are quick responses to interview-related queries and other questions candidates might have.

Most applicant tracking systems can send emails or even text messages to candidates to keep them informed of the different stages of the hiring process.

Hiring managers should also strive to reduce the hiring timeline to maintain applicants’ interest before exploring other opportunities. This includes promptly scheduling interviews, timely communication between interview rounds, and acknowledging the candidates’ efforts in the application process.

Enhancing the candidate experience

Enhancing the candidate experience is essential in preventing ghosting.

One crucial aspect of improving the candidate experience is maintaining a strong online presence and branding. These digital spaces offer potential hires valuable insights into the company’s culture, values, and experiences of existing employees.

Being transparent about compensation and other essential aspects of the position and job description allows potential hires to have realistic expectations of the job, as does having more detailed job descriptions.

By creating an engaging and personalized application process, businesses can cultivate strong relationships with candidates, increasing the likelihood of their commitment to the interview process and reducing the possibility of candidate ghosting.

Leveraging technology and platforms

By effectively leveraging recruiting technology, companies can create a more engaging, efficient, and candidate-centric experience. This demonstrates a commitment to embracing innovation and meeting candidates’ expectations in a digital age.

Using AI to improve the candidate experience

Candidate ghosting can be mitigated by utilizing artificial intelligence, or AI, to enhance the overall experience during the recruitment process. Many job search platforms leverage AI-driven tools to simplify and streamline tasks, making the hiring process more accessible and engaging for candidates.

AI can also be utilized to analyze candidate behavior on social media platforms and provide personalized interactions to keep them engaged. This includes using messaging and confirmation tools to send important updates or reminders via email or texting, ensuring that candidates are informed about every step in the process.

How testing can improve and shorten the hiring process

One of the biggest concerns often cited by candidates, whether they ghost or not, is the length of time of the hiring process. An overly-long hiring process can discourage candidates and make it more likely that they will ghost.

By incorporating online assessments and testing platforms, hiring managers can efficiently evaluate candidate skills and knowledge, reducing the chances of ghosting. This approach can help identify top talent faster and decrease the overall time-consuming nature of traditional hiring processes.

Companies like TrueAbility are leading the way in pioneering developing ways to test the ability of a job candidate to perform in real-world scenarios. Their product, Pure Performance-Based Assessment, relies on applied knowledge rather than simply providing the correct answers to a multiple choice quiz.



Contact TrueAbility today to find out how skills tests effectively can support the professional growth and development of your current employees, align their skills with organizational needs, and enhance their overall performance.


By using stronger assessments, companies can hire better faster.

Click here to find out how TrueAbility can help your

In summary, leveraging AI and technology-based platforms can help streamline and improve the recruitment process, reducing the likelihood of candidates dropping out and ghosting potential employers. Implementing these strategies allows hiring managers to create a more efficient and engaging candidate experience, ultimately improving the quality and satisfaction for all parties involved.

Promoting company culture and values

A strong company culture and workplace play essential roles in attracting potential candidates.

Presenting a clear and accurate picture of the organization’s environment can make it stand out in the competitive talent market. One way to achieve this is by emphasizing these aspects during the hiring process on various platforms.

Employers can showcase their culture and values through different channels such as their website, social media profiles, and review sites.

Creating compelling content that highlights the company’s ethos, priorities, and team dynamics can provide job seekers with a better understanding of what it is like to work for the organization. Sharing real-life stories and experiences from current employees that align with positive company values can add credibility and create a more genuine impression.

A competitive pay package and strong benefits package are also factors that candidates consider when looking for new job opportunities. Ensuring that the compensation is competitive and reflective of the market is essential.

Employers should also consider highlighting intangible benefits, such as flexible work hours, professional development opportunities, and a supportive work environment. Employers who regularly conduct surveys are well-positioned to provide benefits that

It is vital for companies to actively monitor and respond to feedback from review sites and other platforms where their employer brand is being discussed. Engaging with both positive and negative comments can show transparency and a proactive approach to address any concerns raised by candidates or employees.

Lastly, leveraging new hire testimonials can provide an authentic glimpse into the company culture from the perspective of recent employees who were once candidates. These testimonials can help validate the organization’s claimed values and further strengthen its reputation as an excellent workplace.

By effectively promoting their company culture and values, employers can significantly improve their chances of attracting high-quality candidates and reducing instances of ghosting during the final review stage of the hiring process.

Addressing candidate ghosting

Each candidate has their own reasons for disengagement, and factors beyond your control may influence their decision. Focusing on creating a positive candidate experience and maintaining open communication will go a long way in mitigating ghosting.

Identifying red flags

Hiring managers and recruiters must be vigilant in identifying potential red flags that could indicate a job seeker’s likelihood to ghost their prospective employer. Some factors to watch for include:

  •   Inconsistent or unexplained gaps in the candidate’s resume
  •   A pattern of job-hopping with no clear career trajectory
  •   A lack of references from previous employers, or vague answers when asked about work history

By detecting possible warning signs early, recruiters can work more efficiently and focus on candidates that align with the organization’s talent and recruitment strategy.

Following up

Establishing clear communication and maintaining a consistent follow-up process are essential aspects of preventing candidate ghosting. Recruiters and human resource managers should:

  •   Set expectations for next steps, timelines, and what each party should do during the hiring process
  •   Touch base periodically with the candidate to keep them engaged, informed, and reassured about their status
  •   Reinforce the appeal of the position and the company’s culture to help the ideal candidate feel connected and invested

Following up and staying in contact with job seekers will make them feel valued and reduce the risk of them disappearing without notice.

Filling staffing voids

As the market becomes increasingly competitive, companies must find ways to keep talent teams and fill staffing voids quickly and efficiently. If a candidate does ghost the employer, businesses can implement the following strategies to maintain a productive workforce:

  •   Utilize temporary or contract workers to fill urgent needs while continuing to search for a long-term hire
  •   Tap into current employees’ networks and referrals for a more reliable pool of potential candidates
  •   Ensure hiring managers can make quick decisions on candidates to reduce the chances of applicants accepting other offers

Employers can minimize the negative impact of candidate ghosting by remaining proactive and adaptable in their approach to building a strong workforce.

Frequently asked questions

Why do candidates ghost employers?

There are several reasons why candidates might ghost employers. Some candidates may choose to ghost due to a lack of interest in the job, a change in priorities, or a better offer from another company. Others may feel that ghosting is a form of payback for the many experiences of recruiters and employers ghosting job candidates in the past. Additionally, factors such as transparency, trust, company reputation, and the candidate’s experiences during the effective hiring process can also influence their decision to ghost.

What should employers do when candidates do ghost?

It’s essential for employers to remain professional and keep the lines of communication open, even when faced with candidate ghosting. Following up with candidates professionally, offering assistance or information as needed, and expressing interest in their reasons for ghosting. There are companies who unlikely to get a clear picture of why a candidate was a no show.

The changing nature of the work world

Today’s work environment is characterized by an increased focus on flexibility and adaptability.

The days of rigid, 9-to-5 schedules are a thing of the past as organizations realize the value of offering a diverse array of working arrangements to attract and retain top talent. Today, the competitive nature of the job market has given job seekers more leverage in securing offers and negotiating pay and salary rates during the interviewing process.

However, a side effect of this growing flexibility and the plethora of open positions has been the rise in ghosting, a behavior where candidates cease communication without warning after applying or even verbally accepting a job offer.

While staffing voids have always existed, the prevalence of ghosting in recent years has become a widespread challenge as organizations attempt to fill their skilled worker needs.

This trend can be attributed to various factors such as the rise in the gig economy, the quest for the right fit in roles, and the need to juggle multiple job offers.

Companies need to develop new strategies to effectively address the changing work world and ensure that they hold the interest of their potential new hires even after they pass the initial interviewing stage.

It is crucial for organizations to improve communication with candidates throughout the entire hiring process in order to build a positive affinity between them and the organization. By doing so, they demonstrate their commitment to the candidate’s professional growth and reduce the likelihood of ghosting as candidates become more invested in the offer.

As the nature of the work world continues to evolve, it is essential for both job seekers and employers to adapt their approach, recognizing that cooperation and timely communication are essential for a successful long-term relationship. By remaining proactive and responsive, organizations can cultivate a stronger pool of skilled workers and fill staffing voids more efficiently and effectively.

Jodi Mai began her career as a recruiter after college. She moved into an HR Generalist role and later, into HR management, working on such topics as employee relations, benefit administration, and payroll. Over the last 15 years, she has worked in the talent acquisition and management industry, and since 2018, Jodi has expanded to HR consulting and writing on HR and recruitment topics.

About True Ability CTA

Learn more about TrueAbility—an industry leader in providing assessment testing and has experience offering testing, certification, and training to companies, such as Google, SUSE, VMWare etc.

TrueAbility is a trusted global performance-based technical assessment provider offering a community ecosystem allowing technical professionals and employers to collaborate and measure skill sets through AbilityScreen®. AbilityScreen is the only fully-managed performance-based technical assessment platform operating in a live, cloud environment that automates recruiting and hiring processes to definitively assess and qualify a technical professional’s technology experience.

TrueAbility has executed over 20,000 technical assessments logging more than 18,000 hours of live server practical skill evaluations. Employers have collectively hired hundreds of qualified technical professionals for specific job positions across an array of industries. Founded in 2012, TrueAbility is privately held and headquartered in San Antonio, Texas. For more information, please visit www.trueability.com.

# # #

AbilityScreen is a registered trademark of TrueAbility in the United States and other countries. All other trademarks, trade names or service marks used or mentioned herein belong to their respective owners.