It’s a decade since ‘ghosting’ appeared in Collins English Dictionary’s Word of the Year list. Defined as ‘ending a relationship by ignoring all communication from the other person’, ghosting has since moved out of the realm of dating and into the recruitment market.
The 2025 Ghosting Index from The Interview Guys found that 61% of candidates had experienced post-interview ghosting, up from 52% in 2024. And ghosting is an increasing phenomenon candidate-side, too. According to Indeed’s 2023 Ghosting in Hiring report, 61% of US jobseekers admitted to having ghosted between two and four employers in the previous 12 months, with 70% feeling it’s ‘fair’ to ghost employers.
‘When communication feels transactional, it’s easier to drop off without closing the loop’
‘Unfortunately, ghosting has become more common on both sides of the hiring process,’ confirms Lorraine Twist, director, accountancy and finance, at recruitment firm Hays. This is driven by a number of factors. High demand for talent is one; skilled finance professionals are in short supply, meaning many candidates have multiple offers on the table or may receive a tempting counteroffer. Market uncertainty can lead business priorities to change suddenly, leaving candidates hanging.
Keep it personal
Another driver is the speed of recruitment. Digital platforms that have increased the efficiency of hiring but made the process much less personal. ‘When communication feels transactional, it’s easier for both candidates and recruiters to drop off without closing the loop,’ explains Twist.
As a candidate, the best way to avoid being ghosted is to engage in clear and timely communication, Twist advises, being upfront about timelines and competing offers. ‘Recruiters appreciate honesty because it allows them to manage expectations on both sides,’ she adds.
‘Publicly calling out a company can damage your professional reputation’
Asking thoughtful questions about the role or company during the process can make a difference. And don’t hesitate to follow-up after an application or interview. ‘A polite message expressing your enthusiasm and asking about next steps is a great way to stay on their radar,’ says Twist.
Move on gracefully
If you do find yourself being ghosted, follow up once or twice before moving on gracefully if you receive no response. While it might be tempting to call people out on social media, Twist cautions against it: ‘Publicly calling out a company rarely reflects well on the candidate and can damage your professional reputation.’
On the other side of the equation, recruiting managers should focus on creating a smooth, transparent candidate experience to mitigate the risk of being ghosted by a potential hire. Twist advises streamlining the recruitment process to avoid long delays between stages and communicating consistently, even if there’s no update to share, to keep people invested.
‘Set clear expectations from the start, especially around timelines, interview stages, salaries and role responsibilities,’ she adds. ‘This can help avoid surprises for candidates later down the line that can trigger withdrawal.’
Ultimately, building rapport still matters. ‘When candidates feel a personal connection with the recruiter or hiring manager, they’re far less likely to disappear without explanation,’ says Twist.
More information
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