You refine your CV and stress over the phrasing in your cover letter. After sending out dozens, or even hundreds, of applications, you finally receive a callback. You investigate the organization, prepare yourself for the interview, and present yourself appropriately. Following the interview, you send a thank-you note and even participate in a couple of follow-up discussions that you feel went well. Then, the waiting begins. And it continues. You decide to send a follow-up email to inquire about your status. Perhaps you send another. Yet, there’s no response. You’ve been “ghosted.”
Experiencing silence from a company post-interview—commonly referred to as being ghosted—is incredibly disheartening, affecting over 75% of job applicants as per a recent Greenhouse study. Moreover, an investigation by Indeed revealed that 10% of individuals have been ghosted even after receiving a verbal offer. This same research indicated that 51% of job seekers believe that employers are ghosting candidates more frequently now than before the pandemic.
What causes companies to ghost applicants after interviews? Have hiring managers forgotten basic courtesy? Or do they view candidates as disposable, akin to the treatment they receive? Dr. Jenny Woo, the founder and CEO of Mind Brain Emotion, as well as a Harvard-trained educator and researcher specializing in emotional intelligence, offers her insights. “Experiencing ghosting from employers has become more common in the post-pandemic era, partially due to the trend sparked by the Great Resignation,” Woo explains.
“The unfortunate reality is that ghosting operates both ways. During the Great Resignation, we witnessed a rise in job candidates ghosting employers and new hires failing to show up for their first day. As the balance of power shifts back toward employers in today’s job market, the issue of ghosting by employers is likely to persist—integrating itself into the job search experience,” she states.
If you’ve been ghosted, here’s what you need to understand about the dynamics at play.
Experiencing ghosting after interviews has become the norm
Searching for employment is a taxing emotional experience. Brittany Conklin, a public relations professional and job seeker, notes that within her industry, being prompt is an “essential quality,” yet many potential employers fail to demonstrate this trait.
“I am currently facing ghosting from three companies that have not acknowledged my follow-up emails following interviews. Some take weeks or even months to update me regarding my application status. Considering I have applied for 254 jobs over ten months, the whole process is quite exasperating,” she explains.
Brittany created a spreadsheet to monitor the responses from potential employers and discovered she’s being ghosted roughly a quarter of the time, which she finds “astonishing,” particularly given the substantial commitment involved in each application.
“I do believe that ghosting is becoming increasingly prevalent across various relationships, including professional ones, but it should not be tolerated,” she asserts. “Considering the effort a candidate invests in each application—around 20 to 40 minutes for the application itself, plus research for the interview and formulating questions—it’s disrespectful not to inform candidates about the outcome.”
What leads companies to ghost candidates after interviews?
Others, like Nikki* (who prefers to remain unnamed for privacy reasons), based in Portland, Oregon, express that requiring unpaid tests is an additional unacceptable hurdle if a company plans to ghost you. The organization she interviewed with failed to show up for the interview after asking for a test assignment. “The day arrived; I was prepared for the Zoom meeting. I initiated the video call, waited, yet no one joined. I was extremely disappointed. I sent them an email informing them I was present, and still, no response came. I even texted asking for a rescheduling. They never replied,” she recounts.
“Oddly enough, a few weeks later, I received another invitation to take the test anew. I started to suspect their interview process was automated, and I questioned whether any real person monitored it,” Nikki reflects. Moving forward, she intends to research on Glassdoor to learn about others’ experiences before considering any future applications with the company.
Elizabeth Lintelman, director of career services at Rasmussen University in Minnesota, points out that while the term ‘ghosting’ may be recent, the absence of follow-up from companies is not. “What has evolved, however, is the role of technology. The manner of submitting applications, conducting interviews, utilizing keyword searches, matching skills, implementing AI, and the rise of social media—these are just a few factors through which recruitment has transformed over the years. Although technology has refined recruitment methods, it hasn’t been without its downsides,” she notes.
She believes that while ghosting may not be more prevalent now than in the past, more people are discussing it openly. “Platforms like LinkedIn, Facebook, Reddit, Indeed, and many others provide job seekers with convenient, even anonymous, avenues to share their interview and hiring experiences casually,” she adds.
“Finally, the transition to remote hiring has resulted in a less personal recruitment approach. This reduction in face-to-face interactions can lead to decreased accountability and a lack of prompt communication,” Woo concludes.
Ways companies can enhance their hiring protocols
Lintelman offers advice on how organizations can refine their hiring practices, even if they have ghosted candidates in the past, whether intentionally or inadvertently.
“The experience candidates have during recruitment can be as crucial as that of customers,” she asserts. “Thus, the recruitment process should receive equal time and attention as that of customer experience. Ultimately, your team members represent your brand and are among your most significant assets.”
She encourages companies to reflect on the following suggestions and consider their “almost” hires: “These individuals have experiences with your brand that they might share,” she advises.
- Clear communication: Every phase of the recruitment process should come with well-defined expectations, timelines, and steps.
- Promptness: There should be a defined system for timely follow-ups among recruiters and hiring managers, as well as between recruiters and candidates. Even if decisions are pending, sharing expected timelines helps maintain communication and connection.
- Simplify the hiring process: Lengthy, convoluted procedures are not only ineffective for filling roles but also create ample chances for miscommunication and ghosting.
- Pursue ongoing improvement: One of the most effective methods for implementing substantial enhancements is to collect feedback from those who have navigated the process. Solicit feedback from successful hires and routinely evaluate and refine the recruitment framework.
Woo emphasizes that candidates should not hesitate to follow up two to three times, allowing approximately a week between inquiries. She also suggests reaching out individually to each contact they’ve engaged with throughout the interview process to minimize the chances of being ghosted.
In a LinkedIn post, career coach Stacy Valancy succinctly expressed the sentiment when she recounted a story about a client who faced ghosting after five discussions, a personality assessment, and an internal project. Valancy stated, “This is unacceptable. We must restore the human element to human resources!”
