Ghosting in recruitment: the invisible mistake that undermines employer trust
AI
Ghosting in recruitment may seem like a minor oversight, but in reality it can permanently damage an employer’s image and limit access to top talent. A lack of feedback not only discourages candidates from applying again, but also influences their public opinions about the company. Learn how intentional communication in the recruitment process builds trust and strengthens your employer brand.
Table of contents
New communication challenges in the job market
The modern job market requires organizations not only to be flexible and act quickly. Communication maturity is also becoming increasingly important. At a time when candidate experience is one of the key elements of an employer branding strategy, a lack of transparency in recruitment processes is one of the most serious oversights.
Ghosting, that is, suddenly breaking off contact with a candidate without providing any feedback, poses a serious threat to a company’s reputation. Its consequences go far beyond a single recruitment process, directly affecting the perception of the employer brand and the effectiveness of talent acquisition.
From private relationships to the HR world
Although the term “ghosting” originates from the language of personal relationships, in the business environment it has gained a new meaning. In recruitment, it refers to situations in which a company representative or recruiter stops contacting a candidate without giving a reason. This phenomenon is becoming increasingly common. We are currently observing that it is more and more often employers, rather than candidates, who break off communication in the recruitment process.
The scale of the problem in numbers
Market research confirms that ghosting in recruitment has a real impact on the effectiveness of HR processes. As many as 72 percent of candidates who did not receive a response after an interview declare that they will not apply to the same company again. In addition, 65 percent share their negative experience publicly, which means that information about the lack of contact spreads through social networks and among industry peers.
These figures show that ghosting is not an incidental shortcoming. It is a systemic error that undermines trust in the organization and can effectively deter potential candidates.
Consequences for the employer brand
A candidate who has been ignored usually does not return with another application. Moreover, they often actively discourage others from working with the company. Negative opinions in this area are particularly dangerous in the era of social media, where a single account can reach a wide audience.
Organizations that take their market position seriously know that candidate experience is not just a branding element. It is the foundation of an effective recruitment process and one of the pillars of an employer branding strategy.
How to counter ghosting in recruitment
Effectively reducing the phenomenon of ghosting requires the implementation of consistent communication standards. Firstly, continuity of contact must be ensured. Candidates should regularly receive information about the progress of the process, the status of their application, and any changes to the schedule.
Secondly, transparency is key. Clear and specific messages help avoid uncertainty. A candidate should always know what stage they are at and what the next steps will be.
Thirdly, it is worth implementing a culture of providing feedback. Even if a candidate does not progress to the next stage, they should be given constructive and substantive feedback. Such a gesture demonstrates respect and professionalism and also increases the likelihood that the candidate will be interested in the company’s offers in the future.
Long-term benefits of good communication
Companies that invest in reliable contact with candidates gain not only in terms of image. Transparent recruitment processes that respect the candidate’s time increase the effectiveness of talent acquisition. People who feel treated with class and professionalism are more likely to return in the future, recommend the company to others, or become business partners.
Ghosting is not a minor oversight. It is a signal of serious problems in organizational culture. Lack of communication creates a barrier whose repair requires much more time and effort than maintaining simple, ongoing contact.
Flowork – a partner in responsible recruitment
At Flowork, we believe that strong employer branding does not end with an attractive job offer. It begins with the daily practice of respect, transparency, and responsibility. We conduct each recruitment process with full attention to communication and relationships. Our partners can be confident that candidates receive regular feedback and that each interaction is carried out professionally.
If your organization is looking for a partner who understands the importance of candidate experience and can combine recruitment effectiveness with care for the employer brand, we invite you to contact us.
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Natalia Roszkowiak
Marketing Project Manager
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