Ghosting has gone corporate.
More employers are reporting that job applicants stop responding, cancel interviews last minute, or worse, disappear after accepting an offer. It’s frustrating, costly, and often confusing.
If you’ve posted jobs on a job board and noticed candidates suddenly ghosting, you’re not alone. In this article, we’ll explore why top candidates ghost employers and share proven ways to reduce it, especially if you’re hiring through online job platforms.
Why Candidates Ghost Employers
Faster Hiring Cycles Mean Less Patience
Today’s job seekers often apply to multiple roles at once, especially when using high-traffic job boards for candidates. If your hiring process is slow, confusing, or lacks follow-up, strong applicants may simply stop responding and move forward with faster-moving companies.
Poor Candidate Experience
Job seekers remember how they’re treated. If they’re left waiting days for feedback or receive no confirmation after applying, it sends a signal. Candidates may ghost to avoid what feels like a broken process.
Unclear or Shifting Role Details
If your job ad lacks clarity or changes mid-process (e.g., new title, responsibilities, or lower salary), candidates may exit quietly. Job descriptions are one of the first touchpoints. Make sure yours is honest, specific, and up to date.
No Salary Transparency
Today’s talent expects to see salary ranges. Listings without this information often get ignored or lead to misaligned expectations that end in ghosting later.
They’re Ghosted Too
Let’s be honest – Employers ghost candidates too. Many applicants never hear back after applying. Over time, this creates a culture where silence becomes the norm.
How Employers Can Reduce Candidate Ghosting
If you’re hiring through a job board for employers or managing multiple applications, these tips can dramatically reduce ghosting.
Respond Quickly—First Impressions Matter
Set up automated email responses when someone applies. Then follow up with qualified candidates within 1–2 business days. Speed shows respect, and keeps top candidates engaged.
Make Your Hiring Process Transparent
Tell candidates upfront what the process looks like:
How many interview rounds?
When will decisions be made?
Will they receive feedback?
Add this info directly in your job post or first message.
Use Clear, Honest Job Listings
Avoid buzzwords or vague phrases like “competitive salary” or “ninja rockstar.” Instead, write listings that clearly define responsibilities, expectations, benefits, and salary ranges.
Tip: If you’re using a job board with job description templates, customise them for clarity and tone.
Personalise the Process
Even small personal touches, like referencing something specific from the applicant’s resume can make candidates feel seen and respected. When they feel like just a number, they’re more likely to ghost.
Improve the Candidate Experience
Make interviews efficient. Send calendar invites. Follow up after each step. These aren’t just courtesies, they’re differentiators.
What Ghosting Costs You as an Employer
Every time a candidate ghosts:
You lose time and momentum.
Your open role stays vacant longer.
It increases cost-per-hire.
Worse, if you ghost them first, you could earn a bad reputation on employer review sites hurting your future hiring efforts.
Final Tip: Rethink Your Hiring Funnel
Want to hire better, faster, and with fewer no-shows? Use a job board that gives you tools to manage applicants, send automated updates, and filter top talent so you’re not chasing ghosts.
And Sometimes… It’s Not You
Some candidates ghost for reasons completely outside your control.
Life happens. Priorities change. Some applicants weren’t serious to begin with, or they simply didn’t have the courtesy to reply. It’s frustrating, but it’s not always about something you did wrong.
What is in your control?
Creating a respectful, clear, and efficient hiring process
Setting expectations and communicating openly
Using the right tools to attract better-fit candidates
