Ghosting, a term once associated with dating, has firmly entered the hiring world. More employers than ever are reporting that job seekers are disappearing mid-process, failing to show up for interviews, and even skipping their first day of work without a word.
In fact, 78% of job seekers have admitted to ghosting prospective employers, according to a recent Indeed survey, and 62% say they plan to do so again.
If you’re an employer or HR manager frustrated by this trend, you’re not alone. But before you blame it solely on candidates, it’s worth digging into why this is happening—and what your company can do to reduce it.
What Is Job Seeker Ghosting?
Ghosting occurs when a candidate abruptly stops responding to communication—whether it’s after a phone screen, in the middle of the interview process, or after receiving a job offer. In some cases, new hires don’t show up on their first day, leaving hiring managers scrambling to fill the gap.
Why Are Job Seekers Ghosting Employers?
1. Poor Candidate Experience
If your application process is long, unresponsive, or lacks transparency, candidates may feel undervalued and opt out—without telling you.
Fix it: Streamline your hiring process. Communicate regularly with candidates. Make sure your interview process is structured, respectful of time, and informative.
2. Too Many Opportunities
In today’s tight labor market, especially in industries like healthcare, IT, and skilled trades, qualified candidates often have multiple offers on the table.
Fix it: Move quickly. If you’re interested in a candidate, don’t wait a week to send an offer. Maintain a sense of urgency throughout the hiring process.
3. Lack of Personalization
Candidates want to feel seen, not like they’re just another resume. A generic message or form email doesn’t help you stand out.
Fix it: Personalize your communication. Mention specific skills or experiences you appreciated. Make the interaction human and engaging.
4. Negative Employer Brand or Reviews
Candidates are doing their homework. If your company has negative online reviews, unclear salary ranges, or inconsistent messaging, they may ghost you instead of risking a poor experience.
Fix it: Monitor your employer brand on sites like Glassdoor and Indeed. Address concerns and actively promote your company culture online.
5. No Feedback or Closure
Candidates who are left in the dark—especially after interviews—may mirror that behavior back to employers.
Fix it: Even if someone isn’t a fit, let them know. Providing closure not only maintains your reputation but keeps doors open for future roles.
6. Unclear Job Descriptions or Expectations
If a role seems vague, or the responsibilities evolve significantly from what was described, candidates may lose trust and back out.
Fix it: Be transparent from day one. Include clear responsibilities, salary ranges, and work expectations in your job postings.
How Employers Can Reduce Ghosting
Create a strong onboarding process. A warm, well-structured onboarding experience reduces first-day no-shows and sets a positive tone.
Stay in touch. Check in between offer acceptance and start date. A simple email or call can make a difference.
Offer flexibility. Candidates are prioritizing work-life balance. Offer hybrid options, flexible schedules, or other benefits that align with modern expectations.
Work with a staffing agency. Partnering with a recruiter can help pre-screen candidates, improve communication, and reduce ghosting through consistent follow-up.
Job seeker ghosting is a frustrating reality—but it’s often a symptom of a broken hiring experience. By focusing on communication, transparency, and speed, employers can reduce no-shows and build long-term relationships with top talent.
Need help finding reliable candidates without the ghosting? City Personnel can streamline your hiring process and connect you with pre-vetted professionals ready to commit. Get in touch with us today.
