New Indeed data reveals 12.5 million Australians ghosted by employers
Employers across Australia have been warned that ghosting job candidates can hurt both sides, as with many people saying they have experienced not hearing back from organisations during recruitment.
Sally McKibbin, career expert at Indeed, pointed out that while jobseekers feel stress after getting ghosted, organisations also risk damaging their reputation by doing it.
"While not always easily avoided, ghosting can be damaging to an employer's brand," McKibbin told HRD in a statement.
"Candidates who feel dismissed might stop supporting a business and tell others about their experience and to do the same."
Ghosting refers to a practice during recruitment where employers abruptly halt communication or fail to provide updates to job candidates during the hiring process, according to Forbes.
Indeed's latest data show that 88% of Australians have experienced getting ghosted after applying for a role. This is equivalent to 12.5 million Australians. According to the data, this happens often to 16% of Australians, who rarely hear back at all from employers.
McKibbin said that ghosting can happen due to resourcing challenges, where there are too many applicants but not enough time.
"It can be the product of overstretched teams, unclear processes, or reactive hiring strategies. When recruiters are under pressure and without the right tools or support, communication can fall by the wayside," McKibbin said.
It can also happen when roles are quietly paused, priorities shift, or internal decisions delay the process.
"Sometimes, it can be down to the simple fact that rejection conversations are uncomfortable," she said.
There are various measures that organisations can apply to avoid ghosting job candidates. McKibbin said they are:
"Creating clear, consistent communication throughout the hiring process helps to reduce the potential for ghosting," McKibbin said. "Even a brief 'thanks but not moving forward' will give closure and build goodwill. It shows respect for a candidate's time and protects your employer brand."
Ghosting candidates creates a poor experience for them and adds stress to an already challenging process, according to McKibbin.
"Importantly, candidates will rarely expect a personalised novel. They just want to know what to expect next — a simple update, a clear 'yes' or 'no.'"
