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What is recruitment ghosting?

Recruitment ghosting is the term used to describe a situation where either a candidate or a recruiter suddenly ends all communication. For instance, this can happen at any stage of the process from initial contact right through to interview and post interview. In worst cases, a candidate can cease communication after a job offer has been submitted. From a recruiter point of view this is extremely frustrating. You have invested a lot of time in getting a candidate to this stage and are confident of making a placement.

As an industry however recruitment has a bad reputation for this. It is time consuming to reply directly to every CV that comes through, sometimes this can be in the hundreds. Whilst this is nothing new, it does seem to be on the increase from both sides. Being let down as a recruiter or not hearing back from a recruiter leaves a bad feeling. An avoidable sense of bad feeling has been created, candidates can be left to feel undervalued or worthless.

Candidate ghosting

There are three main reasons why candidates will ‘ghost’ an employer according to an Indeed report.

  1. They have decided it wasn’t the right job,
  2. They received another job offer
  3.  They where not offered enough money.

All good reasons to not want to continue the process but if nothing else it’s just good old fashioned manners to communicate this back to the employer. Subsequently it doesn’t take a lot of time, and whilst the employer may not be pleased with the outcome they should at least respect your decision the fact that you have updated them.

Recruiter ghosting

Communication between recruiter and candidates is vital to ensuring the process runs as smoothly as possible. If you aren’t updating candidates then it shouldn’t be a surprise when it comes back to haunt you! Basic measures that you can put in place to avoid this for instance could be to setup some automated messaging. You may have lots of suitable candidates and your client is dragging there heels on selection. Sending automated messages on bulk can at least let the candidates know that they haven’t been forgotten and are still in the process.

Interview Stage

If a candidate has reached interview stage and for any reason gets rejected, it is incredibly bad practise for you as a recruiter to not relay this back to the candidate. It’s not an easy message to give and the candidate will likely be upset by the decision. Above all, keeping them hanging on waiting for a response that doesn’t happen is very damaging to all parties concerned.

In conclusion, recruiters can look at other ways to keep in contact with candidates. Use newsletters to keep candidates updated with interview tips and sector specific news. Send updates on new positions that may be of interest or a check in to see if they are still actively job hunting.

SSG recruitment expertise

SSG partnerships have in house expertise across all areas of business and recruitment. We exist purely to partner with recruiters to help them setup, launch and scale their own business. In addition, we take care of all areas of business setup and our recruitment experts offer advice and guidance on finding clients and making your business a success.

Interesting in finding out more? We’re always on the look out for top billing experienced recruiters thinking of starting their own business.