Ghosting Candidates: Why It’s a Bad Idea and How It Can Damage Your Reputation

Ghosting has become an unfortunate part of modern life—from dating apps to personal relationships. But when that behaviour creeps into the professional world, particularly in recruitment, it can have serious consequences for your company’s brand and hiring success.

Think It Doesn’t Happen at Your Organization? Think Again.

You may believe ghosting candidates isn’t an issue at your company. But according to reputable industry sources, it’s more common than many leaders realize—and it’s harming candidate experiences and company reputations.

Here’s how to avoid it—and why it matters.

Want to Attract Top Talent? Focus on Real Connections

If you want to reduce the chances of being ghosted by candidates, start by building genuine relationships.

• Confirm interviews personally. A quick call or email expressing your interest in meeting the candidate can go a long way. It signals professionalism and helps confirm attendance—without needing to ask directly.

• Create informal touchpoints. Coffee chats, informational interviews, and networking through alumni groups or LinkedIn connections can foster trust before a formal interview is even scheduled.

Are You the Ghoster? Time to Rethink

Just as you expect candidates to be respectful and responsive, the same courtesy must be extended to them.

• Don’t disappear after an interview. If you’ve decided to move forward with someone else, let the other candidates know. Even a short note is better than silence.

• Provide feedback promptly. Delayed responses or total silence reflect poorly on your company and can discourage talented professionals from applying again in the future.

• Communicate with your recruiter. Failing to provide timely feedback puts them in a tough position with their candidates. It doesn’t just impact your reputation—it also damages the recruiter’s brand and relationship with talent.

Understand the Ripple Effect

Ghosting a candidate doesn’t happen in a vacuum.

• Candidates talk. Whether it’s through personal networks or professional channels, negative experiences spread quickly.

• Review sites are powerful. Platforms like Glassdoor allow candidates to share their experiences publicly—and those reviews influence how future candidates view your company.

• The power dynamic is shifting. As one recruiter told The Globe and Mail, “The economy is such that the candidate is king. So if you want better behaviour from the candidate, you need to provide a better candidate experience.”
  When employers fail to follow up or communicate, candidates may feel justified in doing the same. The result? A breakdown of trust on both sides.

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Final Thought: Set the Standard

Professionalism goes both ways. Candidates want transparency, communication, and respect—just like you do.

We could all do better. Let it start with you.