the top reasons why candidates ghost recruiters.

Wondering why candidates ghost recruiters? Ghosting refers to the sudden interruption of communication, where a person cuts off contact without notice.

Ghosting isn’t limited to romantic relationships. It also happens in professional settings, particularly between job candidates and employers.

In this case, ghosting typically happens when someone seeks to avoid the inconvenience or discomfort of rejecting the other party.

This behaviour can arise at any stage of the application process and often stems from ineffective talent management practices.

Candidates may disengage from recruiters after submitting their initial application, during the interview process, or even after receiving a job offer.

When candidates vanish without a word, employers are left searching for answers. What mistakes did they make, and what can they do differently?

why do candidates ghost recruiters?

1. you waited too long to hire a candidate

Did you know that the average time it takes to hire a candidate, from application to job offer, is 44 days? However, certain industries have even longer hiring times. For example:

• Energy and defence industries have the longest hiring times, averaging 67+ days.
• In investment banking, the range varies from 21 days to over 60 days.
• Professional services also exceed the average, with an average hiring time of 47 days.
• On the other hand, the tech and media industries have relatively shorter hire rates, typically around 20 days.

In Canada, the recruitment process is relatively speedy, but it's important to remember these numbers represent averages. However, the current recruitment system has significant shortcomings.

The traditional recruitment model assumes employers have absolute authority in selecting candidates. But in today's job market, this outdated approach no longer works. Companies must prioritize effective talent management to avoid candidate ghosting.

2. you didn’t keep candidates in the loop

In any relationship, two-way communication is crucial, and this applies to the employer-candidate relationship as well.

However, candidates are often expected to take the initiative after a job interview. This typically involves sending a thank-you note or patiently awaiting a decision.

The responsibility primarily falls on the candidates, relieving employers of the burden of maintaining regular contact.

Recruiters and hiring managers frequently find themselves overwhelmed by the sheer volume of applicants. The result? Neglected or unanswered responses.

When communication falls short, qualified candidates may feel their interests are being ignored. This can taint their experience and drive them to explore other opportunities.

To excel, recruiters should focus on refining their employment process by improving communication and candidate management.

If you're overwhelmed by follow-up emails or concerned about candidate drop-off, our experts can step in and support you. Let us become an extension of your team!

3. you weren’t 100% honest with job applicants

One common mistake is not being completely honest with job applicants. Misrepresenting the role or exaggerating benefits can lead to candidate disappointment and is another reason why candidates ghost recruiters.

It's understandable that hiring managers aim to generate interest from job applicants by making the job offer sound appealing. However, it’s essential to back up these promises with actions. Over-promising and under-delivering only creates a negative candidate experience.

During the interview process, it’s best to be truthful and authentic, even when discussing the less glamorous aspects of the role.

It’s also preferable to find a candidate who is genuinely excited about the job opening rather than someone who reluctantly accepts a role that doesn't match their expectations. By remaining open and honest with job applicants, you can avoid candidate ghosting.

Authentic recruitment practices attract engaged candidates, reduce turnover and strengthen your company culture.

Want to know which words to avoid and which to use in your job posting? Discover our list of dos and don'ts!

4. the offer wasn’t up to par in today’s job market

Ensure your job offer meets the expectations of today's job market. As a recruiter or hiring manager, it's crucial to be well-informed about fair salaries and benefits that align with current market standards.

Using the salary of the previous employee as a benchmark can be risky, especially if they were underpaid or had been in the role for an extended period.

Market rates vary significantly and change frequently, depending on the required skills and the job location. Avoid last-minute candidate drop-offs by benchmarking salaries with our comprehensive salary guide.

5. you asked too much of job applicants

We've all experienced job interviews that seem to require genius-level intellect and multiple advanced degrees. Some companies ask candidates to work before they’re even hired.

Are your expectations unrealistic? Maybe you’re asking candidates to jump through hoops to work for you, such as:

• taking multiple tests
• requiring personality screenings
• creating take-home assignments without compensation
• organizing numerous interviews to meet multiple team members

This can leave a sour taste, and job candidates might decide you’re not worth their time and ghost your company. After all, if this is how you treat them now, how will you treat them when they’re on your payroll?

6. candidates are ghosting because you don’t seem to care

There’s a difference between playing it cool and being indifferent. Treating every candidate who enters your doors respectfully and warmly will go a long way. If you treat job applicants as if they’re nothing special or just another application, it’s an immediate red flag.

In today’s job market, most talented candidates have a wealth of opportunities. Job applicants want to work for an employer who cares about them and their success.

Millennials and Gen Z candidates, in particular, will prioritize an employer’s cultural and social offerings. If it’s clear they’ll be nothing more than a cog in a giant machine, they will probably ghost you during the interview process.

Make sure any candidates you interview feel engaged with you as a person and, consequently, with the business. Effective talent management is vital to building a robust pipeline and reducing the risk of candidate ghosting.