Candidate Ghosting

Candidate ghosting is becoming more and more common in the job market today. It refers to applicants who simply vanish after applying, or after an interview, offer letter, or even after accepting an offer. This disappearing act happens at various stages of the hiring process, leaving employers in the dark. According to a survey by Indeed, 83% of employers have experienced ghosting, a trend that’s only grown in recent years.

Interestingly, it's not just the younger, less experienced job seekers who are ghosting companies. The median age of candidates who ghost is 34, and 70% of them are already employed in full-time roles. This shift highlights that ghosting is no longer exclusive to job seekers with limited experience or desperation for a new role.

While ghosting can’t be completely avoided, there are definitely steps companies can take to minimize its impact:

How to prevent candidate ghosting:

• Clear Job Descriptions: Be specific about the role, responsibilities, and expectations.
• Set Clear Expectations: Outline the hiring process and timelines upfront.
• Engage Candidates: Keep candidates informed and engaged throughout the process.
• Shorten the Hiring Process: Streamline interviews and decision-making to avoid delays.
• Make the Hiring Process Inclusive: Ensure all candidates feel welcomed and valued.
• Follow Up Quickly: Stay in touch and follow up promptly after each stage.

At the end of the day, ghosting can be frustrating for employers, but with thoughtful adjustments to the process, companies can reduce its occurrence. By being proactive and keeping communication open, employers can foster a better environment that encourages candidates to stay engaged until the very end.