Why Are Companies Ghosting Candidates? Understanding the Silent Hiring Process
The phenomenon of “silent hiring,” characterized by a lack of communication between employers and candidates, has been on the rise in recent years. While employers are typically expected to keep candidates informed about their application status, many job seekers face a situation where, after submitting their application or attending an interview, they receive little to no follow-up. This ghosting process leaves candidates in limbo, unsure about whether they should continue pursuing opportunities with that company or move on. In fact, recent studies suggest that ghosting occurs in up to 60% of job applications, with many applicants reporting that they never hear back after submitting their resumes, let alone after an interview.
One of the core issues behind silent hiring lies in the increasing volume of applications that companies are dealing with, particularly for in-demand roles. Some organizations report receiving hundreds or even thousands of applications for a single position, making it increasingly difficult for hiring managers to keep track of each candidate’s progress. This overwhelming volume has led some companies to streamline their hiring processes, often relying on Applicant Tracking Systems (ATS) to filter applications, but without providing any direct communication to unsuccessful candidates.
Moreover, many companies operate under resource constraints, particularly smaller firms or startups. With smaller human resources teams, some companies simply do not have the bandwidth to send personalized feedback to each applicant, particularly when only a handful of candidates can move forward to the next stage. According to surveys, 42% of hiring managers report that a lack of resources is one of the key factors contributing to ghosting.
The Impact of Ghosting on Candidates
The emotional toll on candidates who experience ghosting can be significant. Candidates typically invest a considerable amount of time and effort into preparing their applications and participating in interviews. When they receive no feedback or communication afterward, it leads to feelings of frustration and uncertainty. Up to 40% of candidates report that ghosting directly contributes to job search fatigue, negatively affecting their mental well-being and overall confidence. Some candidates even begin to question their qualifications or wonder if they performed poorly in the interview.
Beyond individual frustration, ghosting can have far-reaching consequences for a company’s reputation. Negative experiences, particularly when shared on social media or job review sites, can tarnish an employer’s brand. A survey conducted by CareerArc found that 72% of job seekers share their experiences with friends or family, and 58% will post their experiences on social media platforms. If a company fails to communicate with candidates during the hiring process, it can result in bad press that discourages top talent from applying in the future.
Reasons Behind Companies Ghosting Candidates
- High Volume of Applications (47%): A primary reason that companies ghost candidates is the sheer volume of applications they receive. In competitive fields like technology, marketing, and finance, employers often receive hundreds or even thousands of applications for a single position. Given the difficulty in managing such a large number of applicants, many organizations use ATS software to streamline the process. While this technology is effective for filtering applications, it can create a barrier to communication, leading to candidates being left in the dark. In fact, 47% of hiring managers say the volume of applications directly contributes to ghosting.
- Internal Hiring Processes and Delays (35%): Another common cause of ghosting is the complexity of a company’s internal hiring process. For larger organizations, multiple stakeholders must approve hiring decisions, and sometimes interview processes may extend over weeks. This internal lag often leaves candidates waiting for responses far longer than anticipated. According to a LinkedIn study, 35% of hiring managers cited internal delays or protocol as a reason for the breakdown in communication.
- Lack of Resources (31%): Smaller companies or those operating with limited HR departments are often unable to follow up with every applicant, especially after several rounds of interviews. In such cases, candidates may not hear back at all. A survey found that 31% of HR professionals cited resource constraints as a reason for not updating candidates.
- Technology’s Role (52%): The reliance on technology, such as ATS, has contributed significantly to ghosting. While ATS software is intended to streamline and automate recruitment, it can sometimes overlook qualified candidates who don’t meet certain predefined criteria. For example, up to 52% of job seekers report that they were rejected by an ATS even though they were highly qualified for the role. When companies automate the initial stages of hiring, the lack of human interaction can result in impersonal communication—or none at all.
The Role of Technology in the Hiring Process
Applicant Tracking Systems (ATS) have revolutionized recruitment by enabling companies to quickly sort and rank candidates. However, the reliance on ATS can also be a double-edged sword. In fact, 62% of applicants who applied to large organizations report that they never heard back after submitting their applications, partly due to the ATS. The technology filters candidates based on specific keywords or criteria, but fails to account for the nuances of an individual’s qualifications, leading to candidates who may be perfect for a role being overlooked simply because they didn’t use the right keywords.
Although automation offers efficiency, it tends to prioritize speed over personalized communication. As a result, companies may fail to provide timely updates or feedback, especially when recruiting at scale. In some cases, automation leads to candidates receiving impersonal rejection emails, or worse, no communication at all. This lack of acknowledgment can severely damage the candidate experience, which, in turn, harms the company’s reputation.
Best Practices for Open Communication
To combat ghosting, organizations should prioritize transparent communication and regular updates. Studies show that 79% of job seekers say they would feel more positively toward a company that provides regular updates during the hiring process. Implementing practices like notifying candidates of receipt of their application, sending updates after interviews, and providing feedback—both positive and constructive—can make a significant difference. This not only helps candidates manage expectations but also creates a sense of respect, ensuring they feel valued throughout the recruitment process.
Transparency is crucial as well. Clear timelines for when candidates can expect to hear back can alleviate anxiety and create a sense of trust. A recent survey found that 65% of candidates were more likely to consider a future role with a company that communicated effectively throughout the recruitment process.
The Importance of Employer Branding
Employer branding plays a crucial role in shaping how potential candidates perceive a company. A strong, positive employer brand helps attract top talent and ensures that candidates feel more engaged throughout the recruitment process. Companies that actively promote their values, culture, and employee experiences—both online and through word-of-mouth—can reduce the impact of ghosting. Research shows that companies with strong employer brands have 50% lower rates of candidate ghosting.
When companies prioritize clear and empathetic communication, they reduce the likelihood of ghosting and establish stronger relationships with candidates. Positive interactions, even when they involve rejection, can leave candidates with a favorable view of the company, which is essential for long-term success in recruiting.
What Candidates Can Do to Cope with Ghosting
While ghosting is frustrating, candidates can take several steps to cope with it:
- Managing Expectations (57%): Understanding that companies may have a backlog of applications can help set realistic expectations. A recent poll found that 57% of job seekers said they found it helpful to give companies a reasonable waiting period (typically two weeks) before following up.
- Proactive Communication (51%): Following up on applications is essential. Candidates who maintain open communication by sending polite and concise emails to inquire about their status are 51% more likely to receive a response compared to those who don’t.
- Diversifying Applications (43%): Applying to multiple roles or industries increases the chances of landing a job and reduces the impact of ghosting by any one company. This strategy also helps keep motivation high despite delays or rejections.
- Self-Care (38%): Job searching can be exhausting, and prioritizing personal well-being during the process is crucial. Studies show that candidates who engage in self-care activities during their job search process are 38% more likely to remain motivated and less stressed.
Moving Forward in the Hiring Landscape
To reduce the impact of ghosting, companies must recognize the importance of clear, consistent communication and transparency. By embracing technology while maintaining human interaction, organizations can foster a more positive candidate experience. Conversely, candidates should stay proactive, manage expectations, and maintain professionalism. When both companies and candidates actively work toward better communication, the entire hiring process can improve, ensuring a more positive, efficient, and respectful experience for all involved.
By adopting these practices and striving for greater transparency, companies can significantly improve the candidate experience, enhance their employer brand, and reduce the occurrence of ghosting in the recruitment process.