In today’s recruitment landscape, candidate ghosting has become a significant challenge for employers. Defined as the abrupt disappearance of a job candidate during the hiring process, ghosting can occur at various stages—from application submission to job acceptance. 

Why Does Ghosting Happen? 

A recent study found that 84 percent of job seekers have ghosted employers, and 39 percent of businesses report a rise in ghosting over the past two years. So, why do candidates disappear? The reasons vary, but here are some common ones: 

1. Salary Expectations: According to surveys, 29 percent of candidates ghost when the offered salary doesn’t meet their expectations. 
2. Competing Offers: 28 percent of job seekers vanish because they receive more attractive offers elsewhere. 
3. Job Mismatch: 27 percent of candidates ghost when the role’s responsibilities don’t match their initial understanding of the job. 
4. Company Reputation: 26 percent cite negative reviews or poor company reputation as reasons for walking away. 
5. Workplace Culture: 22 percent disappear when they sense the workplace culture may not be a good fit. 

Ghosting in a Candidate-Driven Market 

As the job market has shifted to a candidate-driven model, job seekers have become more selective about opportunities. Candidates today hold significant leverage and are willing to “ghost” if they don’t feel valued or engaged during the hiring process. The lack of human connection in an increasingly virtual recruitment landscape only exacerbates the issue, with candidates feeling less obligated to communicate with employers. 

How to Prevent Candidate Ghosting 

While ghosting may never be entirely avoidable, there are steps companies can take to reduce its occurrence: 

1. Enhance Communication: Keeping candidates in the loop with frequent updates and transparent timelines builds trust and reduces uncertainty. 
2. Set Clear Expectations: From job descriptions to interview timelines, outline every stage clearly. This minimizes misunderstandings and ensures candidates know what to expect. 
3. Engage Candidates Personally: Get to know candidates beyond their resumes—learn their career goals and motivations. A personal connection makes it less likely that a candidate will vanish. 
4. Broaden Communication Channels: Use various methods such as email, phone calls, and text messages to keep communication flowing. Some candidates may prefer specific platforms, so flexibility is key. 
5. Shorten the Hiring Process: A long, drawn-out hiring process increases the likelihood that candidates will explore other opportunities. Aim for efficiency and swift decision-making. 
6. Offer Competitive Compensation: Do your market research to ensure your salary offerings align with industry standards and candidate expectations. 
7. Follow Up Quickly: Whether after a screening, interview, or job offer, quick follow-ups keep candidates engaged and show that your company values their time and interest. 

The Bottom Line 

Ghosting is a growing trend in recruitment, particularly in a competitive, candidate-driven market. While it’s impossible to eliminate ghosting entirely, companies can reduce its frequency by focusing on clear communication, efficient processes, and competitive offers. By adopting these strategies, employers can improve candidate engagement, reduce drop-offs, and make their hiring process more resilient to the impacts of ghosting. 

If your company is struggling with candidate ghosting, it’s time to rethink your approach and fine-tune your recruitment process for 2024 and beyond. 

This blog was written by Broadleaf’s Vice President of Client Delivery, Joseph O’Shea.