Ghosting in Recruitment Process: Why It’s Exploding (and How to Avoid It)

One day, everything’s going great.

The candidate is enthusiastic, confirms their interest in the role, the interview goes smoothly in a constructive atmosphere… and then suddenly — nothing. Radio silence. No replies to emails, no messages on LinkedIn, the phone stays quiet.

The phenomenon of ghosting is no longer confined to romantic relationships. It’s now part of the professional world — especially recruitment. And today, it goes both ways: candidates vanish without warning, and recruiters suddenly cut off all contact without a word.

It’s not just a lack of manners. It’s become the symptom of a job market shaken by digitalization and new power dynamics.

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Why is ghosting in recruitment process exploding today?

For a long time, recruitment followed a clear pattern: the recruiter had the upper hand, and the candidate waited. But today, that balance of power has flipped in many sectors.

Take tech, for example — strong profiles receive three, four, sometimes five offers per week. A seasoned developer can be in several processes at once. So when a more appealing opportunity comes up, some prefer to simply disappear rather than take the time to say, “Thanks, but no thanks.”

But let’s be clear: ghosting isn’t just a candidate problem. Companies do it too. Too often, they leave dozens of applications unanswered, creating huge frustration. Lack of feedback has become the unspoken norm. Everyone knows that silent message: “If we don’t call you back, it’s a no.” This climate normalizes silence — and feeds it.

Digitalization hasn’t helped. Now, people apply with a single click — sometimes without even reading the job description. CVs are AI-generated, cover letters are copy-pasted. Everything moves faster, but it’s also more impersonal. Behind a screen, it’s easier to disappear than to take responsibility for a rejection or explanation.

And there’s a vicious mirror effect: a candidate ghosted by one company will feel less guilty about ghosting another recruiter. Ghosting breeds ghosting. It’s a silent spiral that further erodes trust on both sides.

Digital tools: allies or enemies?

At first glance, technology seems like it could solve the problem. In reality, it often makes it worse.

On one hand, ATS (Applicant Tracking Systems) and other recruitment tools are meant to help. But in practice, many companies configure them at the bare minimum. The result? An automated confirmation email — and then, nothing. For the candidate, that’s even worse than human silence, because there’s not even hope of a response.

Social media — LinkedIn especially — amplifies the problem. Messages pile up, requests multiply… but how many actually get answered? The flood of communication makes follow-ups nearly impossible, reinforcing the culture of non-response.

And yet, when used well, these same tools can flip the script. Some firms invest in candidate CRMs that guarantee a response every time, even if it’s negative. HR chatbots can update candidates in real time on their application status, reducing uncertainty. Some video interview platforms even provide instant feedback after a conversation.

In short, the problem isn’t technology itself — it’s how we use it. Poorly configured, it perpetuates silence. Thoughtfully designed, it brings transparency and flow back into communication.

The real-world impact of ghosting

Ghosting isn’t just awkward — it has real consequences.

For recruiters, it’s a massive waste of time. Every hiring process requires energy, coordination, and sometimes money. When a candidate vanishes without warning, the entire schedule collapses. It can delay recruitment — and even cost the company valuable resources.

For candidates, ghosting is frustrating and demoralizing. Waiting for a response that never comes is exhausting, especially after investing time in interviews. Even worse: ghosting damages employer branding. A ghosted candidate today could be a future client, or a future hire for another role. And they’ll remember that silence.

For the job market as a whole, ghosting breeds mistrust. When everyone expects to be ignored, communication breaks down, relationships weaken, and hiring processes lose efficiency.

How to break the ghosting cycle

For recruiters, it all starts with transparency. Setting clear expectations about next steps and timelines avoids misunderstandings. Even a rejection is better than silence.

Feedback is key. You don’t need to write a novel — even a brief reply matters. A simple “Your profile doesn’t match our current needs, but we’ll keep you in mind for future roles” humanizes the process.

Another essential lever: personalization. Candidates can spot an automated email instantly. Taking thirty seconds to add a personal touch makes a huge difference.

Finally, rethink the candidate relationship as a whole. Recruitment isn’t a transaction — it’s an experience. And that experience builds, or breaks, a company’s reputation.

Candidates also have a role to play. Saying “no thank you” costs nothing. Politely declining an offer or letting a recruiter know you’ve accepted another role leaves a positive impression. In a small professional world where networks overlap, that courtesy can keep doors open.

In short…

Ghosting in recruitment process is often framed as a question of respect or politeness. That’s true — but it’s also a reflection of a job market undergoing deep transformation.

Digitalization has sped up interactions, but it’s also stripped them of depth. The tools we use to manage massive volumes of candidates risk dehumanizing the process. Ghosting isn’t inevitable — it’s what happens when the human connection takes a back seat.

At MAD, we’re convinced that tools will never replace relationships. Technology should be a support — not an excuse to disappear. Our mission is to rebuild connection, put communication back at the center, and guide both candidates and companies in a climate of engagement and authenticity.

Because in the end, the real antidote to ghosting isn’t a software or a process — it’s the ability to say things clearly. To be honest, even in rejection. And to remember that at the end of every message, there’s a person — not just a profile.