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Partnering with SME companies throughout East Anglia, Michelle Denny Recruitment is a recruitment agency which specialises in personalised recruitment consultancy services in Norfolk and Suffolk to help you discover that elusive new member of staff at a budget that suits you.

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With different campaign options to meet your requirements and innovative marketing strategies to captivate worthy candidates, we'll present you with a refreshing, no-fuss approach to recruitment. Whether you need a comprehensive recruitment drive with full support, or a simple campaign to find you candidates to review in-house, we'll work with you as an extension of your team, to understand your business and the people within it. 

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We'll introduce you to companies with job opportunities across Norfolk, Suffolk and beyond that share your values and understand your career aspirations so you can feel confident in your job search. With guidance, support, constructive feedback and consistent communication as standard throughout our approach, Michelle Denny Recruitment Consultancy looks beyond your CV to discover what makes you, you!

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Ghosting in Recruitment..

Michelle Denny
Nov 12, 20243 min read

Ghosting in Recruitment:

Why It Happens and How We Can Put an End to It

Ghosting. It’s a term that originally found its place in dating culture, but over the years, it’s become all too familiar in the professional world of recruitment. Whether you’re a recruiter or a candidate, chances are you’ve been ghosted at least once during the hiring process—or, let’s be honest, you may have ghosted someone yourself.


Ghosting occurs when communication abruptly stops without explanation. In recruitment, it manifests in different ways: candidates who disappear mid-process, hiring managers who go silent after promising updates, or even recruiters who fail to follow up. Whatever the source, ghosting creates frustration, confusion, and even resentment, leaving behind a trail of missed opportunities and damaged reputations.

So, why does it happen? And more importantly, how can we work together to stop it? Let’s take a closer look.


Why Ghosting Happens in Recruitment

Ghosting is rarely intentional but can happen for various reasons:


  1. Fear of Confrontation: Delivering bad news is hard. Whether it’s telling a candidate they didn’t get the job or informing a hiring manager that their preferred candidate has declined the offer, many professionals shy away from uncomfortable conversations. Unfortunately, avoidance only makes things worse.


  2. Overloaded Schedules: Recruiters, hiring managers, and candidates often juggle multiple responsibilities. The hiring process itself can be time-consuming, and sometimes, people simply lose track or deprioritise responses amidst a busy workweek.


  3. Lack of a Clear Communication Process: Organisations that don’t prioritise a structured communication process throughout hiring may inadvertently leave candidates and internal teams feeling ghosted. Clear expectations about timelines, check-ins, and next steps help keep everyone accountable.


  4. Disengagement: Sometimes a candidate isn’t truly committed to the process or finds another opportunity that captures their interest. Similarly, a hiring team might decide to pursue other directions without informing everyone involved.


  5. Misalignment in Expectations: When candidates’ and recruiters’ expectations about timelines, role responsibilities, or feedback loops aren’t aligned, communication breakdowns are more likely.



The Cost of Ghosting

Ghosting isn’t just a frustrating inconvenience; it carries real costs:


  • Damage to Employer Branding: Candidates who feel mistreated often share their negative experiences online or with their professional networks, damaging an organisation’s reputation.


  • Loss of Top Talent: A candidate who doesn’t hear back may assume they’ve been rejected or treated poorly and move on to another offer, causing employers to lose potentially great hires.


  • Wasted Time and Resources: A process that ends with no follow-through on either side represents wasted efforts that could have been spent elsewhere.


  • Erosion of Trust: Frequent ghosting can create a general mistrust among job seekers and hiring professionals, making the recruitment process even more challenging in the future.



Strategies to Minimise Ghosting

While we can’t control everyone’s behaviour, recruiters, hiring managers, and candidates can take proactive steps to reduce ghosting and foster better communication. Here are some approaches that work well:


1. Set Clear Expectations from the Start

At the outset of the hiring process, establish a clear timeline for interviews, feedback, and next steps. Communicate this to all parties involved and make sure everyone knows when to expect updates.


2. Be Transparent, Even When It’s Hard

Delivering bad news may be uncomfortable, but it’s crucial for maintaining respect and trust. Be prompt in providing feedback, even if the news isn’t what the candidate or hiring team hoped to hear. Honesty goes a long way in building credibility.


3. Regular Check-Ins

Keep candidates engaged by providing periodic updates, even if there’s no new progress to share. A quick note like “I wanted to let you know we’re still evaluating applications” shows professionalism and care.


4. Automate Where Appropriate

Consider using automated messages for initial responses to applications, updates on status changes, or to let candidates know their application is still under review. This doesn’t replace human communication but ensures there’s a baseline of interaction.


5. Foster Two-Way Communication

Encourage candidates to reach out if they have questions or concerns and create a space where hiring teams and candidates can share honest feedback. Open communication reduces misunderstandings and surprises.


6. Measure and Improve Communication Practices

Companies can track candidate experiences through surveys or exit interviews for those who weren’t hired. This feedback loop can reveal where communication breaks down and offer opportunities for improvement.



A Collective Effort

Ghosting in recruitment can’t be solved overnight, but a collective effort to prioritise transparent and timely communication makes a world of difference. Whether you’re a recruiter, hiring manager, or job seeker, we all have a role to play in creating a professional culture where everyone feels respected and informed.


Over to You!

Have you ever been ghosted in a recruitment process or experienced it from the other side? What strategies have you used to keep communication open and honest? Let’s share our experiences and work together to raise the standard!

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