With Halloween just around the corner, we thought we’d talk about a phenomenon that many people in the workplace can relate to: ghosting. That is, when communication suddenly stops without explanation.
According to LinkedIn, 35 percent of Swedish professionals say they have been ghosted during the job search process. At the same time, recruiters receive large numbers of applications, often from candidates who do not fully meet the role’s requirements. The result is a stressful process where feedback is sometimes neglected.
For employers, this leads to dissatisfaction, a damaged employer brand, and greater difficulty in future recruitment.
So how can we reduce ghosting and create a more professional and human recruitment process?
Why does ghosting happen?
Ghosting is rarely done out of malice. In a LinkedIn study, three out of four HR and recruitment managers say they don’t have time to respond to all candidates.
Common causes include:
- High volume of applications
- Vague requirements that attract the wrong target audience
- Manual processes without automated monitoring
- Time constraints combined with quick business decisions
When job descriptions are vague, more candidates apply on a whim. This makes the selection process more time-consuming and increases the risk that communication will suffer.
How does ghosting affect the candidate experience?
Spending time on an application, preparing for interviews, and investing effort, only to be met with silence, is often perceived as disrespectful and unprofessional. This affects not only how people feel in the moment but also how the company is perceived in the long run.
A bad reputation spreads quickly. Candidates share their experiences through professional networks, on social media, and in industry forums. This can make future hiring both more difficult and more expensive.
A positive candidate experience works the opposite way. Clear communication, prompt feedback, and respectful treatment build trust. Even those who don’t get the job can become ambassadors for your brand.
How to Reduce Ghosting in the Hiring Process
There are several steps you can take to reduce the risk of ghosting while also improving the candidate experience.
- Establish clear internal processes
Define who is responsible for communication at each stage of the recruitment process. Clear responsibilities reduce the risk of candidates falling through the cracks. - Create clear job descriptions
Start with the basics. Be clear about job duties, requirements, and expectations. This reduces the number of irrelevant applications and saves time during the screening process. - Automate early feedback
Use standard responses to confirm receipt of applications and provide early feedback. This reassures candidates and sets the right expectations. - Prioritize personal feedback after the interview
If the candidate has invested time in the interviews, the feedback should be personal. This builds a relationship and strengthens trust, even in the event of a rejection.
Summary: Better communication leads to better recruitment
Ghosting in recruitment harms both the candidate experience and the company’s brand. By implementing clearer processes, better communication, and smarter approaches, it’s possible to create a more professional and human recruitment journey.
Small changes in your daily routine can make a big difference—for candidates, for the team, and for your employer brand.
