Employers who ghost candidates can expect a smaller talent pool in the future, report warns
Ghosting job candidates during the hiring process can lead to a smaller pool of available talent in the future, according to a new report, which underscored the importance of consistent communication from employers during recruitment.
A new poll from LiveCareer among 1,000 employees revealed how employer ghosting can hurt candidate perceptions, trust, and future interest in job opportunities.
The report found that 48% of candidates who have been ghosted by an employer would no longer apply again to the same company.
Another 42% said they would trust the company less after the experience, while 37% said they would share the experience with other job candidates.
"Leaving job candidates in the dark about where they stand in the hiring process can have lasting consequences," the report warned.
"Hiring teams that fail to communicate may lose the chance to reconnect with these candidates in the future."
Ghosting in recruitment
Ghosting is a persistent recruitment problem between employers and employees, where one party suddenly ceases all communication during the hiring process without an explanation.
While employers have shared their experiences in candidate ghosting, some 45% of LiveCareer's respondents said the problem usually starts with employers.
Nearly half of employees (45%) in the report said they've been ghosted during the hiring process, with the problem present at every stage of recruitment.
Many of the respondents (22%) said they get ghosted after one or more interviews, while another 19% said they get left in the dark after initial communication, such as an email, text, or phone call.
Some said they get ghosted after a skills test or project (12%), while others said employers cease communication after being told an offer or next steps were coming (13%).
The respondents said they consider themselves ghosted after not receiving communication within:
- One to two weeks (26%)
- Four to seven days (25%)
- One to three days (10%)
Another 14% said they assume they've been ghosted after being left in the dark for more than two weeks, while 24% said they continue following up until they receive a response.
"Ghosting isn't limited to the early stages of the hiring process and can persist as the stakes get higher. Many candidates are willing to wait an extended period for a response, giving employers ample opportunity to maintain communication and manage expectations," the report read.
Communication is critical
The findings underscore that communication is critical during the recruitment process to avoid leaving a negative impression on job candidates, who can assume the worst about an organisation when left in the dark.
According to the report, candidates believe that employer ghosting is usually intentional, and not the result of recruitment challenges, such as high volume of applications.
More than half (57%) believe employers just stop communicating after choosing another candidate. A third (33%) also think communication stops when employers decide a candidate isn't the right fit but want to avoid formally rejecting them.
Only 15% believe ghosting happens because of overwhelmed recruiters, with 18% saying ghosting happens because the hiring process was disorganised.
"When they interpret a lack of communication as intentional, it can damage trust, burn bridges, and discourage future engagement," the report said.
It stressed that communication during the hiring process is about more than keeping candidates informed.
"Every interaction helps shape how job seekers perceive the organisation, and consistent follow-up can reduce the consequences of ghosting and leave a lasting positive impression long after the hiring process ends," it added.
