Job hunting can be an emotional rollercoaster, and few experiences are as disheartening as being “ghosted” by a company after an interview. Ghosting — when a company suddenly stops communicating with a candidate without explanation — leaves many wondering what went wrong and why they invested time in a process that went silent.
This practice, unfortunately, has become increasingly common, and while there are reasons behind it, ghosting remains a frustrating and unprofessional way to handle hiring. In this article, we’ll explore why companies ghost candidates, why this practice persists, and why it reflects poorly on employers.
Why do Companies ghost candidates?
- Too many applicants:
In competitive job markets, companies may receive hundreds of applications for a single role. After the interview stage, hiring managers may have multiple candidates to assess, and responding individually to each one can feel overwhelming. Unfortunately, this often leads to silence instead of closure. - Shifting priorities or hiring freezes:
Internal changes — like budget cuts, leadership changes, or hiring freezes — may delay or halt the recruitment process. When priorities shift, candidates can get left in the lurch without clear communication. - Lack of systems or processes:
Some companies don’t have structured procedures for closing out applications. Inconsistent workflows or poor applicant-tracking systems (ATS) can lead to missed communications, causing candidates to fall through the cracks. - Avoiding difficult conversations:
Rejecting candidates is uncomfortable. Some hiring managers avoid giving bad news, fearing awkwardness or potential backlash. Instead of providing feedback, they choose silence as the path of least resistance. - Poor employer branding practices:
For some companies, employer branding is not a priority. They might not recognize the importance of maintaining a positive candidate experience, especially if they believe their reputation or recruitment pipeline won’t suffer.
Why is ghosting so common?
- High-volume hiring:
In industries with high turnover or rapid expansion, recruiters are constantly processing applications and interviews. The sheer volume of candidates can lead to burnout, making it easy to overlook follow-ups. - Technology makes it easier:
Applicant tracking systems automate communication, but often in a one-sided way. If there’s no automated rejection email set up, candidates may receive no follow-up at all. Technology can depersonalize the process, making it easier to ignore human interactions. - No accountability:
Since ghosting rarely results in direct consequences for employers, there’s little incentive to change. Unlike customer service — where poor experiences lead to public reviews — candidate ghosting often remains unseen by the broader public. - Tighter job markets:
When job markets favor employers, companies may feel they have the upper hand and can afford to disregard applicants without risking damage to their reputation or hiring pipeline.
Why ghosting is unprofessional
- Disrespects candidates’ time and effort:
Job seekers invest considerable time into preparing for interviews, researching the company, and engaging in multiple rounds of discussions. Ghosting shows a disregard for this effort, leaving candidates feeling undervalued and frustrated. - Damages employer brand:
Candidates who experience ghosting often share their negative experiences on platforms like Glassdoor, LinkedIn, or through word of mouth. This can tarnish a company’s reputation and discourage future applicants. - Wastes future opportunities:
A candidate who is ghosted today might be a perfect fit for a future role. By treating candidates poorly, companies risk alienating talent who might have been open to other opportunities within the organization. - Reflects poor communication skills:
Companies often emphasize communication skills as a requirement for job candidates. When they fail to communicate rejection or updates, it reflects hypocrisy and a lack of professionalism. - Hurts diversity and inclusion efforts:
Building an inclusive workplace means creating a respectful experience for all candidates. Ghosting can disproportionately affect minority candidates who may already face systemic challenges in the hiring process.
How companies can do better
- Automate thoughtfully:
Use automated emails to inform candidates of their status, even if it’s a rejection. A simple message like, “Thank you for your time, but we’ve decided to move forward with another candidate,” provides closure. - Set expectations:
At the end of interviews, let candidates know when they can expect a response, even if it’s a rejection. If delays occur, a brief update can go a long way. - Offer feedback:
When possible, provide brief, constructive feedback. It demonstrates respect and leaves candidates with a positive impression, even after rejection. - Track communication:
Implement clear processes for follow-ups within your applicant tracking system to ensure no one is left without a response. - Humanize the process:
Remember that candidates are people who deserve respect and communication. A small investment in professionalism builds goodwill and a stronger employer brand.
Ghosting job candidates after an interview may seem like an easy shortcut for companies, but it comes with long-term risks. It disrespects candidates, harms an employer’s reputation, and signals a lack of professionalism. By prioritizing communication, transparency, and empathy, companies can build better relationships with job seekers, fostering trust and a stronger talent pipeline.
We live in a digital world where reputation matters and a poor reputation can spread like crazy. Treating candidates well isn’t just the right thing to do — it’s smart business.
