Ghosting in Recruiting: When Candidates and Employers Suddenly Fall Silent

In today's working world, the term ghosting has become established not only in the private sphere but also increasingly in the recruiting process. But what does ghosting mean in a professional context, what are the causes of this behavior, and how can recruiters and applicants deal with it?

Definition of Ghosting in Recruiting

Ghosting describes the sudden and unexplained termination of communication between two parties. In the recruiting context, this can occur on both sides:

Employer Ghosting: Candidates do not receive feedback from potential employers after submitting their application materials or even after interviews.

Candidate Ghosting: Applicants break off contact with the company, do not show up for interviews, or do not start a position they previously accepted.

Causes of Ghosting in Recruiting

The reasons for ghosting are diverse and can vary depending on perspective:

From Companies:

• Overload: Recruiters face a high number of applications and may not be able to respond to all candidates in a timely manner.

• Unclear Processes: Lack of standardized communication procedures can leave candidates in the dark.

From Candidates:

• Multiple Offers: Candidates often apply to several companies at once and may accept another offer without informing the original employer.

• Negative Experiences: Previous experiences of being ghosted by companies can lead candidates to adopt the same behavior.

Impacts of Ghosting

Ghosting has negative consequences for both sides:

For Companies:

• Loss of Talent: Poor communication can cause qualified candidates to drop out.

• Reputation Damage: A reputation as an unreliable employer can affect future applications.

For Candidates:

• Missed Opportunities: Lack of feedback may result in missed career opportunities.

• Frustration: Uncertainty can erode confidence in the application process.

Strategies to Avoid Ghosting

To minimize ghosting in the recruiting process, the following measures can be taken:

For Companies:

• Transparent Communication: Candidates should be regularly informed about the status of their application, even when there is no news.

• Efficient Processes: Clear structures and responsibilities in recruiting can reduce delays and communication gaps.

For Candidates:

• Openness: If there is no interest or if another offer has been accepted, the company should be informed promptly.

• Reliability: Keeping appointments and agreements shows professionalism and respect for the potential employer.

Conclusion

Ghosting in recruiting is a growing phenomenon that creates frustration and uncertainty on both sides. Through conscious and transparent communication, both companies and candidates can contribute to reducing this behavior and fostering a respectful application process.