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Being left on read is frustrating at the best of times. When it happens during a job search or recruitment process, it can cost people valuable time, create uncertainty and leave employers struggling to fill vacancies.

Ghosting has become a familiar challenge in recruitment. Candidates disappear before interviews, employers stop responding after promising feedback, and successful applicants sometimes fail to turn up on their first day.

But why does it happen, and what can businesses do to prevent it?

Understanding both sides of the problem is an important step towards building a better recruitment experience. From setting clearer expectations to keeping communication consistent, small changes can make a significant difference to how candidates and employers work together.

What is ghosting in recruitment?

Ghosting in recruitment happens when a candidate, employer or recruiter suddenly stops communicating during the hiring process without providing an explanation.

It can happen at almost any stage, including:

• A candidate failing to attend a scheduled interview.

• An applicant disappearing after an initial conversation with a recruiter.

• An employer failing to provide feedback following an interview.

• A candidate accepting a job offer before becoming uncontactable.

• A new starter failing to arrive on their first day.

Ghosting can be particularly frustrating because it leaves the other party without a clear outcome. Employers may be left wondering whether a candidate is still interested, while job seekers can spend days waiting for feedback that never arrives. And while the term is often associated with candidates disappearing, employers can be just as guilty.

Research published by the recruitment software company Greenhouse in 2024 found that 61% of job seekers surveyed had experienced ghosting after a job interview. This highlights how communication problems can affect candidates even after they have progressed through part of the hiring process.

Source: Greenhouse, 2024 State of Job Hunting Report.

Why do candidates ghost employers?

There isn't one universal reason why candidates disappear during recruitment. Sometimes circumstances change, while in other cases, the hiring experience itself contributes to the problem.

1. They have accepted another job offer

Candidates who are actively searching for work may be interviewing with several employers at once.

If another business makes an offer first, a candidate might decide to accept it and stop responding to other opportunities. This can be particularly likely when employers take too long to make decisions or provide feedback.

While accepting another offer is perfectly reasonable, communicating that decision helps everyone involved move forward.

2. The recruitment process takes too long

A lengthy hiring process can cause candidates to lose interest, especially when they are unsure how long they will have to wait for an outcome.

Multiple interview stages, delayed feedback and unclear timelines can make an opportunity less attractive. Candidates may begin to question how organised the business is or whether the role is still available.

For employers, keeping candidates informed about progress can help maintain interest while decisions are being made.

3. The role doesn't match their expectations

A job can look appealing in an advert but feel very different once a candidate learns more about the responsibilities, working hours, salary or workplace culture.

If expectations aren't discussed early, candidates may withdraw once they discover that the opportunity isn't right for them.

Clear job descriptions and honest conversations about pay, benefits and responsibilities can help prevent this mismatch.

4. They feel uncomfortable saying no

Turning down an opportunity can feel awkward, particularly if a candidate has already attended an interview or built a relationship with a recruiter.

Some people find it easier to avoid the conversation altogether than explain why they have changed their mind.

However, a brief message is usually enough. Candidates don't need to provide a lengthy explanation to withdraw professionally.

5. Their circumstances have changed

Not every disappearance is a reflection of the recruitment process.

Personal commitments, changes to childcare arrangements, transport difficulties or unexpected circumstances can affect someone's ability to take up a role.

Although candidates should communicate where possible, employers and recruiters should also recognise that situations can change unexpectedly.

Why do employers ghost candidates?

The other side of recruitment deserves just as much attention. Candidates invest time and effort into applications, interviews and assessments, so being left without an answer can be incredibly discouraging.

There are several reasons employers may stop communicating.

High application volumes

Some vacancies attract a significant number of applications, making it difficult for hiring teams to respond individually to every applicant.

Recruiters may prioritise candidates who progress to interview, leaving others waiting for an update.

Although managing high volumes can be challenging, automated acknowledgements, clear application timelines and straightforward rejection messages can help candidates understand where they stand.

Delays in decision-making

Recruitment decisions don't always sit with one person. Hiring managers may need approval from senior colleagues, departments may change their priorities, or budgets may be reviewed before an offer can be made.

These delays can leave candidates waiting without knowing what is happening.

Even when there isn't a final decision, providing an update and a realistic timeframe is better than allowing communication to disappear entirely.

A lack of structured communication

Without a clear process for managing applications, interviews and feedback, communication can easily fall through the cracks.

This is particularly likely when recruitment is handled alongside other responsibilities or when several people are involved in a hiring decision.

Setting clear responsibilities and keeping track of candidate communications can help ensure that applicants receive updates at the right time.

Avoiding difficult conversations

Sometimes, an employer simply doesn't want to deliver disappointing news.

Rejecting a candidate can feel uncomfortable, especially after several interviews or when the person has strong experience but isn't the right fit for the role.

However, avoiding the conversation doesn't remove the disappointment. It simply leaves the candidate without closure.

A respectful rejection helps candidates understand the outcome and leaves the door open for future opportunities where appropriate.

The impact of ghosting on recruitment

Ghosting might seem like a minor inconvenience, but it can have wider consequences for both candidates and employers.

It wastes time and resources

When candidates disappear late in the hiring process, employers may need to restart their search, rearrange interviews or reconsider applicants they had previously ruled out.

The impact can be particularly significant when a vacancy needs to be filled quickly or when a business relies on additional staff to maintain its operations.

Research from the Chartered Institute of Personnel and Development (CIPD) and Omni RMS, published in September 2024, found that 27% of UK employers who had attempted to fill vacancies reported that selected candidates always, mostly or sometimes failed to turn up on their first day.

The research demonstrates why candidate engagement needs to continue beyond the offer stage.

Source: CIPD and Omni RMS, recruitment and retention research.

It damages the candidate experience

Searching for a job can be stressful, particularly for people who are unemployed, looking to change careers or balancing applications with an existing job.

When employers fail to communicate, candidates can be left questioning whether their application was received or whether they are still being considered.

A poor experience can also influence whether someone applies to the same business again or recommends it to others.

It can damage an employer's reputation

Candidates form opinions about an organisation throughout the recruitment process, not just after they start working there.

Unanswered messages and unexplained delays can create the impression that a business is disorganised or doesn't value people's time.

In competitive hiring markets, that perception can make it harder to attract suitable applicants in the future.

It reduces trust on both sides

When ghosting becomes commonplace, candidates and employers may become less willing to invest in the recruitment process.

Employers may hesitate to trust candidates who have previously disappeared, while job seekers may become more cautious about opportunities where communication is inconsistent.

Building trust requires both sides to follow through on commitments and communicate honestly when circumstances change.

How can employers prevent ghosting?

Employers can't eliminate every instance of ghosting, but they can take practical steps to reduce the likelihood of candidates disengaging.

1. Be transparent from the beginning

Provide candidates with clear information about the role, including salary, working hours, responsibilities, location and expectations.

Explain the recruitment stages and give an indication of how long the process is likely to take.

When candidates understand the opportunity and know what to expect, they can make more informed decisions about whether it is right for them.

2. Keep communication consistent

Don't wait until you have a final decision to contact candidates.

If a hiring manager needs more time or an interview has to be rearranged, let candidates know. Even a short update can reassure someone that they haven't been forgotten.

Agreeing communication responsibilities within the hiring team can help ensure that updates are sent when promised.

3. Make decisions promptly

A slow recruitment process can cause businesses to lose suitable candidates to competing offers.

Reviewing unnecessary interview stages, agreeing decision-making responsibilities in advance and setting internal deadlines can help reduce delays.

Speed matters, but so does making a considered hiring decision. The aim should be a process that is efficient, clear and respectful of everyone's time.

4. Make it easy for candidates to ask questions

Candidates should feel comfortable raising concerns about salary, working arrangements, responsibilities or the next steps.

Encourage open conversations throughout recruitment and give people a clear point of contact if their circumstances change.

When candidates feel able to communicate honestly, employers have a better chance of addressing concerns before someone withdraws.

5. Provide feedback and close the loop

Every candidate should know where they stand once a decision has been made.

Where practical, provide constructive feedback to unsuccessful interviewees and send clear updates to applicants who won't be progressing.

A rejection might be disappointing, but a timely response demonstrates professionalism and respects the effort someone has put into the process.

6. Stay in touch after making an offer

Recruitment doesn't end when a candidate accepts a job.

Keep in contact between the offer and start date, confirm any outstanding requirements and make sure the candidate knows who to contact with questions.

This is particularly important when there is a gap between accepting an offer and starting work. Regular communication can help identify concerns early and ensure that both parties are prepared.

What should candidates do if they've been ghosted?

Candidates also have a role to play in making recruitment more professional. If an employer or recruiter stops responding, there are several ways to handle the situation.

Follow up politely. If the expected response date has passed, send a short message asking whether there is an update on your application or interview.

Give them a reasonable amount of time. Recruitment decisions can take longer than expected. Allow a little time for a response before following up again.

Continue exploring other opportunities. Unless you have a confirmed offer and clear next steps, avoid putting your job search on hold while waiting for one employer.

Communicate when your plans change. If you've accepted another offer or decided the role isn't right for you, let the recruiter or employer know. A short message is enough to close the conversation professionally.

Know when to move on. If you've followed up and still haven't received a response, it may be time to focus your attention elsewhere.

Remember, a lack of communication doesn't automatically reflect your suitability for a role. Sometimes the issue lies with the organisation's recruitment process rather than your application.

How can a recruitment agency help prevent ghosting?

A good recruitment agency can help create a more organised and communicative experience for both employers and candidates.

Recruiters can act as a central point of contact, clarify expectations, coordinate interviews and keep everyone updated as the process progresses.

They can also have honest conversations when a candidate is considering another opportunity or when an employer needs more time to make a decision. Addressing these situations early can reduce misunderstandings and help both parties make informed choices.

At Priority Recruitment, we believe that successful recruitment starts with understanding what both clients and candidates need. Clear communication, realistic expectations and the right match are important throughout the process, from the first conversation to the start date.

Working with a recruitment partner that understands your requirements can help you navigate the hiring process with greater clarity and confidence.

Better recruitment starts with communication

Ghosting can happen at any stage of recruitment, and neither employers nor candidates are immune to it.

While there will always be circumstances that cause plans to change, better communication can prevent many of the frustrations associated with being left without an answer.

For employers, that means setting expectations, keeping candidates informed and following through on commitments. For candidates, it means being honest when circumstances change and communicating decisions professionally.

Ultimately, recruitment works best when everyone involved respects the time and effort of others.

Looking for a recruitment partner that puts communication and the right fit first? Get in touch with Priority Recruitment to discuss your hiring needs and find out how we can help.