Candidate ghosting: What companies can do now

What was once a phenomenon from the world of online dating has now become a harsh reality for many HR departments: ghosting. More and more candidates are cutting off contact without warning – after submitting an application, after an interview, or even following several interview rounds. For companies, this is more than just frustrating. It wastes time and resources and, in the worst-case scenario, means losing the best candidate in the process.

Radio silence after the Interview: Why candidate ghosting can be costly for your recruitment

“We are seeing it more and more often: candidates who actively apply, invest time and even complete initial interviews – and then suddenly stop responding to any messages,” says Thomas Hoffmann, Managing Director Germany at Robert Walters. The impact is considerable: recruitment processes are delayed, other candidates drop out, positions remain vacant, and internally, confidence in the hiring process declines. This is especially noticeable in sectors where there is intense competition for skilled professionals. Those with multiple offers on the table often make a last-minute decision – and simply fail to inform the others.

What companies can do to prevent ghosting

Ghosting during the recruitment process is not only frustrating for many employers, it is often also a symptom of weak engagement or uncertainty on the candidate’s side. Creating a sense of commitment early on can counter this – for example, by focusing not only on professional qualifications during interviews, but also on motivation, expectations and values. The following questions can help assess candidates more accurately – and prevent potential misunderstandings in advance:

1. What is prompting you to leave your current role?
   This reveals what the candidate is truly looking for and helps you highlight the benefits and unique features of your organisation.
   
   
2. What could your current employer change about your role, your team or the company culture to make you stay?
   This question helps identify whether a candidate genuinely wants to move on or is simply bored or dissatisfied with their current situation. Candidates often stay in their current position if their employer offers them a promotion, a pay rise, or more paid annual leave.
   
   
3. What would make you regret choosing to join our company?
   This allows you to find out what the candidate considers to be dealbreakers – and to assess whether your company’s way of working and culture are at odds with them. This question also provides valuable insight into what to prioritise or avoid to ensure employee satisfaction later on.
   
   
4. What appeals to you most about this specific position in our company, beyond the job description?
   This gives a better understanding of the candidate’s research, interests and reasons for wanting to work for your organisation.

Dealing with ghosting professionally – Rather than getting frustrated

Ghosting cannot be completely avoided. But companies can design their processes in a way that keeps candidates engaged until the end – or at least encourages them to part ways professionally. “A transparent, open attitude is key,” says Hoffmann.

Those who communicate with clarity and consistency are far more likely to receive that same level of commitment in return.

A professional process – Even when it comes to rejections

The way you deal with ghosting begins internally: do you treat candidates as equal conversation partners, or merely as CVs? Is there a well-thought-out candidate journey in place – or just ad-hoc communication? These aspects play a role in how seriously candidates take an offer – and whether they respond at critical stages.

We support companies in finding the right matches – professionally, transparently and reliably. Get in touch if you’d like to improve your recruitment processes.

You can find more practical tips on how to prevent ghosting during the application process and foster commitment during interviews in our e-guide: Free e-guide on how to tackle 5 current hiring challenges in the job interview