G

Ghosting

Ghosting in the workplace refers to the practice of abruptly cutting off all communication without any explanation or warning. In a professional context, ghosting can occur between employers and job candidates, between colleagues, or between organisations and their business partners. The term originates from personal relationships but has become widely recognised as a significant issue in modern recruitment and HR.

What Is Ghosting in Recruitment?

Recruitment ghosting happens when either a candidate or an employer stops responding during the hiring process without any notice or explanation. A candidate may ghost a recruiter by failing to show up for an interview or not responding to a job offer. Equally, an employer may ghost a candidate by going silent after an interview, never communicating a final decision. Both forms damage trust and the overall candidate experience.

Why Does Ghosting Happen?

Ghosting occurs for a range of reasons. Candidates may receive a better offer and feel uncomfortable declining, or they may feel that the organisation treated them poorly during the process. Employers may ghost due to poor internal communication, a lack of defined recruitment processes, or simply because no one took ownership of candidate communication. In both cases, the absence of a clear feedback or communication protocol is a core contributor.

Impact of Ghosting on Organisations

When employers ghost candidates, it causes lasting reputational damage. Candidates frequently share their experiences on professional networks and review platforms, influencing other potential applicants and customers. It weakens the employer brand, reduces offer acceptance rates, and makes future talent attraction more difficult. For candidates, being ghosted by an employer causes frustration, uncertainty, and a negative perception of the organisation.

How Can Organisations Prevent Ghosting?

Organisations can reduce ghosting by establishing clear candidate communication protocols at every stage of the hiring process, setting defined timelines for feedback, using automated status notifications through an applicant tracking system, training hiring managers on candidate experience best practices, and ensuring every candidate receives a formal outcome — regardless of the result. A structured recruitment process with clear ownership significantly reduces the likelihood of ghosting occurring.