Why Job Seekers Ghost Companies; and Vice Versa

Let’s break the ghosting cycle — commit to clear, respectful communication in your next hiring process.

Ghosting isn’t just a dating trend - it’s become an unfortunate norm in hiring, too. Whether it’s a candidate disappearing after an interview or a company going silent post-application, ghosting is hurting both sides of the job search. It’s frustrating, unprofessional, and avoidable. Let’s unpack why it happens and what we can do about it.

Why Job Seekers Ghost Companies

1. Long, unclear hiring processes
   Endless rounds of interviews with vague next steps leave candidates feeling disrespected or disinterested. They check out - and often don’t look back.
   
   

2. Poor communication from the employer
   When messages are slow, robotic, or non-existent, job seekers take the hint: “You’re not that into me.”
   
   

3. They’ve lost interest or got a better offer
   Some candidates find something better or realize the role isn’t a fit. If communication has already been weak, they may not feel obligated to close the loop.

Why Companies Ghost Candidates

1. Too many applicants
   High volume can overwhelm hiring teams, especially if there’s no automated system in place to manage responses.
   
   

2. Lack of a hiring process structure
   Some companies don’t have a clear plan for follow-ups or rejections, which leads to dropped communication.
   
   

3. They’ve moved on but never followed up
   Maybe they filled the role, lost budget, or pivoted internally - and just never circled back. Unfortunately, that silence damages their reputation.

The Impact of Ghosting

• Breaks trust on both sides
  Ghosting signals a lack of respect. Candidates and employers both feel burned when they’re left in the dark.
  
  

• Bad experience = brand damage
  Disrespected candidates will remember - and talk. Whether on Glassdoor or social media, bad reviews hurt future recruiting.
  
  

• Missed opportunities
  Just because someone isn’t a fit now doesn’t mean they won’t be perfect later. But ghosting ruins that future connection.

How to Fix It

• Set expectations early
  Both sides should be upfront: What’s the timeline? What are the steps? What’s the best way to communicate?
  
  

• Follow up - even with a no
  A short, respectful rejection is better than silence. And candidates should close the loop too, especially after interviews.
  
  

• Create a respectful candidate experience
  Treat people like people. Thank them for their time. Be honest. Respond promptly. It costs little and builds trust.

Final Thought:

Ghosting might feel easier in the moment - no awkward conversations, no rejections - but it creates long-term damage. Whether you’re hiring or job hunting, clear communication and simple courtesy go a long way. Let’s all do better.