Ghosting isn’t just a modern dating phenomenon — it’s increasingly common in the world of recruitment. More and more hiring managers are reporting candidates who vanish without a trace: they stop responding to calls and emails, miss interviews, or even fail to show up on their first day!

For companies, this can be both frustrating and costly. But why does ghosting happen and what can be done to reduce it?

 

Understanding Why Candidates Ghost

Before tackling the problem, it’s useful to try to understand the possible causes. While it may seem like unprofessional behaviour, ghosting is often a symptom of deeper issues in the hiring process or the candidate [hiring] experience.

1. Poor Communication or Engagement

When candidates feel like they’re just another number in a process, it’s easier for them to disengage. A lack of feedback, slow follow-ups, or generic communication can cause candidates to lose interest or feel undervalued.

2. Better Offers Come In

In a competitive job market, top candidates often apply to multiple roles simultaneously. If they receive a better offer — especially one that moves faster — they may choose not to bother informing other potential employers.

3. Job Misalignment

Sometimes, candidates come to realise the role isn’t what they expected. This could be due to unclear job descriptions, misalignment during interviews, or shifts in their own priorities.

4. Fear of Confrontation

It’s uncomfortable to say “no,” especially for inexperienced candidates and those early in their careers. Rather than explaining they’ve had a change of heart, they disappear instead.

5. Lack of Rapport

Candidates who don’t feel a human connection during the process are more likely to drop out. A transactional or cold hiring process makes it easier for them to walk away without explanation.

 

How to Reduce Candidate Ghosting

Fortunately, ghosting isn’t inevitable. There are clear, actionable steps you can take — with the support of your recruitment partner — to significantly reduce the risk.

1. Streamline Your Hiring Process

Long or disjointed processes increase drop-off rates. Fast, decisive hiring keeps candidates engaged so it’s a good idea to review your interview stages and look for ways to shorten time-to-hire without compromising quality.

2. Communicate Clearly and Consistently

Keep candidates updated throughout every stage. Set expectations early: how long each step will take, who they’ll be speaking to and what comes next. Regular communication makes candidates feel respected and keeps them committed.

3. Make a Strong First Impression

Just as you’re evaluating candidates, they’re evaluating you. Ensure your employer brand shines through at every touchpoint — from job ads to interviews. Candidates are more likely to follow through when they’re genuinely excited about the opportunity.

4. Work With a Trusted Recruitment Partner

A good recruitment agency doesn’t just send CVs — it nurtures candidates, manages expectations, and keeps communication lines open. Agencies can act as a buffer, helping detect early warning signs and re-engage candidates who might otherwise ghost.

5. Provide Personalised Candidate Experiences

Avoid a one-size-fits-all approach. Tailoring your process to the individual — especially for high-value roles — can build trust and loyalty. This can include personalised emails, clear timelines and a more consultative interview style.

 

Final Thoughts

Ghosting may be on the rise, but it’s not inevitable. With a more human, responsive, and candidate-first hiring approach, you can dramatically reduce the risk — and ensure you don’t lose great talent unnecessarily.

At Shepherd Stubbs [Est. 1988] we draw on all our experience and expertise to create strong connections between clients and candidates, keeping engagement high from first contact to signed contract. If ghosting has been affecting your hires, we’re here to help.

Let’s talk about how we can keep your candidates committed — and your hiring process ghost-proof!