How to reduce the ghosting by candidates

In the modern hiring landscape, few things are as frustrating for a recruiter as “ghosting.” Ghosting occurs when a job candidate abruptly cuts off all communication with a potential employer without explanation. You’ve screened their resume, held a great initial interview, and perhaps even scheduled a final round, only to be met with total silence. In a competitive labor market, this phenomenon has shifted from a dating-app annoyance to a significant drain on corporate resources, leaving HR teams with empty calendars and stalled hiring pipelines.

The “disappearing act” isn’t always a simple case of a missed email; it manifests in several ways. Some candidates engage in pre-interview ghosting, failing to show up for a scheduled call or video chat. Others participate in post-offer ghosting, where they verbally accept a position but never return the signed contract or show up for their first day (often called “no-call, no-show” onboarding). Some may even ghost mid-process after receiving a counteroffer from their current employer or a faster offer elsewhere, choosing the path of least resistance—silence—rather than a professional withdrawal.

We reached out to dozens of hiring experts for their tips about how employers can reduce and, perhaps, even eliminate the ghosting by candidates.

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Ghosting is frequently a warning sign that an employer’s hiring system is perceived to be a “black hole.” Industry research reveals that nearly 4 out of 10 candidates have ghosted an employer, and one of the reasons why early-career talent ghost is because they use this behavior as a self-protective mechanism against excessive wait times and over-reliance on robotic automation. To significantly lower these percentages, employers must place more emphasis on supporting speedy progress towards hiring than towards making absolutely perfect hires. Employers can expect their candidate to look elsewhere if their feedback to a candidate takes longer than 48 hours. 

The best way to minimize no-shows by candidates is to raise the social cost of ghosting. When candidates see themselves as “just another resume in the system,” they can be easily persuaded to go MIA. However, when companies transition their employee candidate communication from purely formal email threads to personal communications, such as an SMS text check-in or a video introduction from a coworker, candidates begin to feel a bond with their contacts. Candidates are much less likely to simply disappear when they have a human connection to someone as opposed to just “disappearing” from corporate-facing portals.

Another common point of ghosting is during the pre-boarding phase of the employment process. There should not be a silent period between when the candidate signs the offer letter and when the candidate reports to work. We recommend that employers leverage small incremental commitments such as holding “meet the team” coffees via Zoom for 15 minutes or sending candidates an equipment setup questionnaire to prompt candidates to remain engaged prior to their first day and reaffirm their decision to join the team, thereby bridging any gap in time between signing the contract and experiencing the company culture.

Ultimately, it takes the development of a trusting relationship between the employer and the candidate while under extraordinary amounts of pressure. Automated processes exist to help employers with the volume of candidates they have to process; however, by processing candidates through these automation processes, employers have eliminated much of the human element that supports the integrity of the candidate remaining in process as a potential candidate for hire.

Amit Agrawal, Founder & COO, Developers.dev

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As franchise owner of ProMD Health Bel Air and head football coach at Perry Hall High–named Ravens Coach of the Week in 2023–I’ve recruited young athletes and aestheticians like Paige (5 years in) and Natalie (3 years in) who stick around by embracing a team-first mindset from day zero.

To cut interview no-shows, preview the winning culture upfront: share our awards from Vogue and Inc 5000, plus core values like “one team,” via a quick personalized video–mirroring our AI Simulator that lets patients see results, it excites early-career hires about belonging.

Prevent first-day ghosts by starting with a low-key team huddle, like my pre-season player meets or staff orientations with Paige and Natalie welcoming newbies–builds instant respect and ownership, turning prospects into committed players.

Ryan Pittillo, Owner, ProMD Health Bel Air

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Building Hunter Pools into a leading St. George service provider meant prioritizing dependability above all else. In the pool industry, if you aren’t reliable, the water turns green; I apply that same “emergency service” urgency to candidate communication to ensure they never feel like just another application.

I find that mirroring our “Free Consultation” model helps by inviting candidates to a low-pressure site visit at a commercial pool or spa. Letting them see the immediate results of balancing chemistry or scrubbing tiles takes the “hassle” out of the unknown and makes the job tangible before their first official day.

To keep the commitment front-and-center, I use Housecall Pro to send automated text reminders for interviews and start dates. Just as I make it a top priority to help a customer with a pool issue, I stay highly responsive to candidate messages to build the kind of professional relationship that prevents them from vanishing.

Ryan Hunter, Owner, Hunter Pools

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As an attorney and HR consultant who has scaled high-turnover organizations into nationally recognized Great Places to Work, I’ve found ghosting stems from a lack of transparency. You can slash interview no-shows by replacing “implied expectations” with a written 90-day success roadmap sent immediately after the initial screening call.

At Strategy People Culture, we’ve seen a 40% improvement in satisfaction scores by implementing one-on-one “alignment check-ins.” Scheduling a 15-minute logistics call 48 hours before the start date eliminates the personal anxieties, like payroll timing or equipment fears, that cause early-career talent to flake.

Recent grads will ghost companies that don’t demonstrate a visible commitment to inclusive leadership and diversity. Auditing your recruitment process for unconscious bias prevents you from signaling a “hostile environment” before the candidate even arrives for their first day.

Andrew Botwin, President & CEO, EEO Training

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Employers can help to prevent ghosting by focusing on clear, rapid communication. Long furloughs in the hiring timeline generally leave top talent no choice but to lose interest or take an alternative offer. By creating a clear set of expectations and having frequent touchpoints even if it’s just a series of texts or emails, you are creating a psychological contract encouraging mutual respect as professionals.

I suggest having a “pre-boarding” series somewhere between the offer letter and when they start. Sending the new hire a welcome kit or even just a personalized video from the team makes them feel special and important to your company. As a result, it gives them the sense of being a valued member before they even enter the door.

Mary Sullivan, Business Owner, Company That Buys Houses

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When employers focus on communicating openly and consistently through this hiring journey, they can greatly reduce the number of cases of ghosting. The more open you can be about timelines and what you’re looking for, the more you’ll develop trust with potential hires. A lot of companies also have luck in shortening their interview loops, so top candidates don’t lose interest or accept other offers.

Automated reminders for interviews and start dates offer a gentle nudge that keeps candidates engaged. breaking up your impersonal communication also cr tes a sense of responsibility and relationship to the company. Respect the candidate as a human being, and they will be much more likely to stick with you through the process.

Shannon Beatty, Real Estate Investor, House Buying Girls

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Employers must take a human approach to counter this. Personalised updates on a regular basis keeps the ball rolling and creates that true connection automation often misses. And being transparent up front about the time frames and salary expectations also prevents people from dropping out halfway through because that’s not what they wanted.

Speeding up the interview process helps keep top candidates engaged so they do not lose interest or accept a competing offer. Gently nudging with friendly reminders for interviews and start dates are helpful push” factors.

There is something stronger about the sense of responsibility when applicants are treated with professional respect. This connection makes it a great deal less likely that they will go away randomly.

Zachary Smith, Founder & CEO, Ready House Buyer

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Clear speech reduces candidate dropout. Roles and a schedule that removes mystery firm things up in short order. And through personalized and individualized content updates, prospects are also given reason to stay interested as they wait — a prospect who feels appreciated rather than forgotten.

If hiring happens more quickly, competitor firms are left in the lurch without access to top-tier talent. They send meeting invites and nudges to keep the interviews top of mind. Connecting new employees with a mentor, or simply giving them a warm welcome when they arrive, can help ensure the relationship between newcomers and their workplace gets off on the right foot.

These are low-cost measures that generate goodwill and reduce the likelihood of disappearances. Establishing real relationships creates obligation even where cold email does not.

Geremy Yamamoto, Founder, Eazy House Sale

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Solving the problem of candidate dropout will require a move to evangelism and transparency. Personalized touch points via text or a swift call bridge the gap that too often exists between first touch and first day. This continual conversation makes a generic hiring process a professional affiliation. You candidates who are being assessed and informed statistically, you don’t go away. Implement a series as part of pre-boarding that is also tied to retention. As soon as the offer is accepted, we also share team introductions and office culture snaps. This creates an early identity. Therefore, massively reducing the chances of a day one “no-show”.

Jonathan Carcone, Principal, 4 Brothers Buy Houses

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Ghosting declines when you improve speed, clarity and connection. To improve speed and clarity, try to reduce the number and duration of ‘silent gaps’ between each step of the hiring process, so that you eliminate any unnecessary delays. Use immediate calendar invites, provide clear time zone information, send reminders and give candidates the ability to easily reschedule.

When candidates are trying to balance their educations with multiple interview processes, they are more likely to ghost you if they feel that you are delaying your recruiting process, providing them with confusing links, or changing the interview expectations on them.

Provide candidates with a human feeling of certainty by explicitly sharing information about what they will be interviewed about, when it will occur, and key details such as $/hour, benefits, and working conditions. Provide candidates with one main point of contact that they will deal with from the time they get the offer until they start work, as well as someone they can reach out to to get a feel for what it will be like to work there once they get to know them.

During the time between the time you make a candidate a job offer until they start their job with you, treat this time as a retention period and check in with the candidate periodically. Provide a calendar of their first week so they can see how you will support them, and establish a ‘day one win’ to show them that they can be successful in their new job.

Anton Strasburg, Media Manager, FreeConference.com

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When employers fail to provide information and subsequent updates about their application or interview status (i.e. a breakdown in communication) or don’t give an appropriate timeline for their hiring process candidates lose interest in the hiring process. Employers can keep candidates involved in the hiring process by offering specific timelines, responding to candidate communication in a timely manner, and creating clear expectations for candidates. A simple confirmation message sent to candidates prior to an interview or prior to their first day of work could dramatically reduce the number of candidates that are absent when they are to attend their interview or their first day of work. 

Another approach employers can take to limit the amount of ghosting that occurs in their hiring process is to add a human element to the hiring process. Candidates will likely not be engaged in the hiring process if they feel they are being treated as a piece of paper (i.e. their resume) rather than as a person. If a specific point in an employer’s hiring process consistently sees an increase in ghosting, employers should view this as feedback and look at how to make changes to that part of their hiring process. Employers that have a low incidence of ghosting tend to be quicker, clearer and more personal to candidates during the entire hiring process.

Dora Bloom, Chief Revenue Officer, iotum

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Ghosting is almost always a symptom of a lack of engagement, not a personal failing on the part of the job candidate. What I’ve discovered is that when companies keep a consistent, personal level of communication throughout the hiring process, ghosting becomes much less common. A candidate who hears nothing for two weeks after an interview has already checked out in their head and has probably accepted another offer without bothering to let anyone know. The solution isn’t hard: faster follow-through, candor about timelines, and treating candidates like human beings, not just people waiting in line for a job interview. In early-career candidates, in particular, the period between offer acceptance and the first day on the job is key. One check-in message in this time period cuts first-day no-shows in half. Companies that ghost candidates during the process shouldn’t be surprised when candidates ghost them in return.

Saini Rhodes, Real Estate Expert, Clever Offers

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Ghosting occurs when candidates feel the process is impersonal, slow, or one-sided, and when early-career candidates feel the hiring manager cares more about the job than the person doing it. The solution begins with communication. It’s essential to verify each step of the process as quickly as possible and communicate what’s next. This helps candidates ask questions or raise concerns without fear of reprisal. Companies that treat candidates as people, not applicants, see far less ghosting. The problem is that most of the ghosting is a reaction to what the hiring manager is doing in the process.

Rafael Sarim Oezdemir, Head of Growth, EZContacts

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I had a lot of candidates ghost me, particularly during the interview process. This is super frustrating because I am always short on time and sometimes spend a while talking via email to book a candidate, only to see the candidate not show up to the interview, which wastes my time even further as I wait on a Zoom call for the candidate that does not show up. What I started doing is asking for their cell phone number early on, and I text them the day before to ask if they are still confirmed for the interview tomorrow. If I don’t get a response in 12 hours, I simply cancel the interview. I also created templates for all of our legal paperwork needed for onboarding and signing the contract. When I decide to hire, I simply fill everything in very quickly after the interview, send everything right away to them via email, and call them directly, telling them they got the job and asking for a signature. This helped us to reduce the number of people who get better offers elsewhere and do not sign up with us.

Aleksey Aronov AGPCNP-BC, CEO, VIPs IV

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The right candidate will transparent minded communicate often and fall away much less at high risk. It will be much interesting for employers to become faster feedback cycles in the interest of speed and we’re also talking about respecting a person’s time. Less risk of candidates running away to your competitor with an expedited comrade hiring process It’s a lot harder to ghost someone who sees you as a human being and not just a digital avatar. 

Text reminders before interviews — automatically generated by the software — provide another level of useful accountability. Even before day one, personalized check-ins from future coworkers begin fostering feelings of belonging. These proactive approaches convert a single sale into an enticing working partnership.

Robert Fausette, Owner & CEO, Revival Homebuyer

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Communicating regularly and clearly is the best protection against anyone-stands you up-candidate. So fast or slow and all over since you need to get one org going, but that should help with traction (little double entendre there), time for a smaller organization to set schedule.

You need to move fast in the hiring process, otherwise the cream of the top talent will get bored or stealthily walk off and go work for competitors. It makes it a little bit harder to evaporate, the value of having someone in your corner when you’re more then just another digital application.

Automated texts notifying you of forthcoming interviews build a nice wall of professional accountability. Future team members sending personalized hello notes can help create a sense of belonging long before the first start day. Such converts sterile, mechanized exchange into warm and thick professional bonds.

Darcy Turner, Founder, Investor Home Buyers

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Disappearing candidates pose a process problem, not a personal problem for the employer. There are several ways to reduce the occurrence of candidate ghosting: lowering overall silence windows to 24-48 hours, streamlining scheduling with the use of self-scheduling, developing and distributing a clear agenda, sending two reminders, and utilizing a series of small commitment actions (e.g., “reply YES to confirm attendance”) prior to interviewing and on the first day of work. In reducing candidate uncertainty and effort, initiation of additional candidates reduces.

To eliminate candidates failing to show up on their first day of work, use the time between when an offer is made and the start date to treat each candidate as if they are being onboarded (e.g., send a simple one-week plan for the first week of work, provide written confirmation of important information such as salary, schedule, work location and start date, and assign a buddy or point of contact so that the candidate has an anchor). The general tactics to eliminate candidate ghosting include fewer interview rounds, quicker candidate decisions, clearer candidate expectations and consistent hiring closure; most candidate ghosting occurs during the time period of multiple days of silence between the employer and candidate.

Lin Meyer, CEO, Crucial Exams

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Frequent communication with candidates throughout the hiring process can fight against candidate ghosting. A will help candidates feel valued and involved in the process. This is actually one of the most valuable aspects of constant communication. Too lengthy an interview process can also get applicants dropping out or accepting another role. Well defined culture & good fit for both sides By presenting a solid offer you now remove counteroffer time. When personal relationships are developed within the onboarding process, it also helps engender a commitment. All these proactive measures make translating the work technique into a specialized nexus.

Zack Moorin, Founder, Zack Buys Houses

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Employers should create an applicant journey that is both easy-to-follow and engaging, to eliminate ghosting. One of the most successful ways to achieve this is through consistent communication with applicants in all phases of the hiring process. Establish a timeline for the hiring process and let your applicants know what the next step will be after each interview and when you will provide them with updates on their application status. Check-in with the applicants prior to their first day to show your continued interest and build a level of commitment. Finally, make the hiring process as efficient and enjoyable as possible for applicants so that they continue to be interested in working for your company. When applicants feel like they have been treated fairly and with respect at every stage of the hiring process; then the likelihood of them “ghosting” will be greatly reduced.

Karina Tymchenko, CEO & Co-Founder, Brandualist Inc.

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Ghosting occurs when a candidate loses interest due to a stalled hiring process. To avoid this, maintain momentum by instituting a short, relevant assignment or project early in the process. This allows you to quickly identify the more serious candidates who are willing to commit the time and effort to complete the task.  Design your hiring in such a way that each part is centered on making a decision: after the first screening, give a mini task related to the role, be punctual in the scheduling of the interview rounds, and provide feedback within days. Keeping decisions streamlined demonstrates respect for candidates’ time and gives them something to be engaged in. Communicating expectations and guiding candidates through a quick, meaningful decision-making process with a few clear action items helps reduce cases of ghosting. Candidates are more committed to the process once they complete an initial task, and a structured, fast-moving process with clear instructions and good communication will keep less committed candidates from advancing in the process.

Joe Giranda, Director of Sales & Marketing, CFR Classic

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In my time building trade teams, I learned that getting candidates involved early makes all the difference. We started using welcome videos from our crew that worked well on phones. This helped people picture themselves on the team. The result was more new hires actually showing up on day one. These small touches make them feel like part of the group before they even start, which is what keeps them around.

Jennifer Bagley, CEO, CI Web Group

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We had a real problem with interview no-shows. I started adding a quick introductory call just to ask about their goals and lay out the actual growth paths here. Our dropout rate dropped almost immediately. It turns out that if you show someone starting out what the next step looks like, they’re much more likely to show up and stick around. It stops being just another job application.

Bennett Maxwell, CEO, Franchise KI

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I learned this hiring in software: tell people what to expect, and tell them often. At my last company, PlayAbly, we’d send a quick personal update or even let candidates choose fun interview slots. People actually got excited before they even started. If you’re getting ghosted, try something small like a welcome video from the team. It makes a bigger difference than you’d think.

John Cheng, CEO, PlayAbly.AI

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In our hiring, we found that speed is everything. Once we automated interview reminders and made rescheduling super easy, people basically stopped ghosting us. It didn’t fix all our problems, but it smoothed things out a lot. My advice is to find where candidates bail and fix that specific step. It actually works.

Dan Tabaran, CEO, dynares

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I had our founders sit in on final interviews at Morningscore. It took some getting used to, but junior candidates stopped disappearing on us after meeting leadership. The opportunity felt real to them. Other tech companies should try this – one actual conversation with someone important can keep new hires engaged through their first week and beyond.

Karsten Madsen, CEO, Morningscore

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When I was mentoring junior copywriters, our biggest problem was new hires just ghosting on us. We started being upfront before day one, telling them what the job was actually like, not just the good parts. We also sent casual check-in messages. Things got way better. My advice? Don’t use a generic template. Tell them why you want them specifically and how they’ll fit in. That actually gets them to show up.

Giles Lester, Marketing Specialist, Supplements 4 Muscle

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I hire for remote SaaS jobs and stopped sending those generic HR emails. Now I call people back the same day and tell them what the job is really like, boring parts and all. Candidates stopped ghosting us. People just want you to be straight with them from the beginning.

Cyrus Partow, CEO, ShipTheDeal

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The moment I started following up quickly and being honest from the start, ghosting basically stopped. A lot of recent grads are juggling multiple job offers, and when you show you get that, they’ll actually keep you posted. I also give them an easy out before their first day. It stops no-shows and they appreciate it, even when they turn you down.

Ryan Dosenberry, CEO, Crushing REI

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We used to have a lot of candidates just disappear. So we started sending simple text and email reminders at each step, everything from interview times to offer details. Suddenly more people showed up and the conversation didn’t drop off. I think it showed them we were still interested and reminded them why we liked them in the first place. It made the whole process smoother for everyone.

Jake Brander, President, Brander Group Inc.

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Want to stop candidates from ghosting? Talk to them like actual people. We invited finalists to just hang out with our team for an hour, maybe grab lunch. Suddenly they weren’t just interviewing for a job, they were seeing if they liked us. It made them way more likely to say yes when we offered. Give them a preview of the real you.

Miguel Salcido, CEO, Organic Media Group

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At Marygrove Awnings we had a problem where younger candidates would just disappear after interviews. We tried one simple thing. Within an hour of the interview, we send a short email explaining what happens next. That’s it. Suddenly, more people actually show up. They just don’t want to be left hanging. No fancy templates, just straight talk.

Joshua Eberly, Chief Marketing Officer, Marygrove Awnings

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Running a real estate team taught me something. If you’re completely honest about the job, including the bad parts, people stay interested. We would always call after an offer and give direct feedback. They stuck around because we didn’t mess around. My advice is simple: set clear expectations from day one. It prevents a lot of problems later.

David  Bokman, CEO, Philly Home Investor

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So about the ghosting thing, I’ve seen a lot of young people just get too nervous. They don’t know what’s coming next. If you’re straight up about the timeline and send a quick, friendly note instead of that cold template email, it makes them feel like they’re not just another number. It makes them way more likely to reply, even just to say no.

Amy Mosset, CEO, Interactive Counselling

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Here’s what we learned at Lusha about new grads ghosting us. We started replying faster and sending polite follow-ups. It wasn’t an instant fix, but after a while, more people showed up for their interviews. Just a quick note to let them know we were still thinking about them cut down on those last-minute dropouts. I’d make quick feedback a regular part of your process.

Yarden Morgan, Director Of Growth, Lusha

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Here’s what I’ve seen with students and early-career folks: they want straight answers. At Treehouse, once we started showing what the job was really like and made it easy to ask questions, way fewer people ghosted us. People disappear when they don’t know what’s coming next. Just tell them what to expect and be human about it. It helps a lot.

Kari Brooks, CEO, Team Treehouse

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I never understood why candidates would ghost until I ran my own SaaS company. The trick is simple. Answer emails fast. Be flexible on start dates. When we started offering remote work and quicker advancement, they actually showed up. My advice? Stop sending the standard offer. Tweak it into what this generation actually wants.

Alvin Poh, Chairman, Singapore Domain Names

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Here’s what worked for us with early-career candidates. At Magic Hour, we gave them a clear timeline and then sent a quick Slack message or text. They’re juggling multiple offers, so that small personal check-in made them actually show up. Pairing the tech with a simple human touch meant they were way less likely to just disappear.

Runbo Li, CEO, Magic Hour

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We had a problem at Truly Tough Contractors with new hires just not showing up. We started sending reminders and being completely upfront about day one, which immediately cut down on no-shows. Adding a quick check-in call before their first shift was what really made the difference. It gave them a chance to ask questions and they were far more likely to actually show up. My advice? Just talk to people more. A simple phone call can change everything.

Joseph Melara, Chief Operating Officer, Truly Tough Contractors

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When interviewing a person for my own team, I seek the same thing clients seek in me which is honesty at the first place. It implies attending, listening, and making the initial contact a real conversation. During the hiring process, individuals disappear upon communication being one-sided or staged. The thing that I have discovered is when employers treat candidates in the same manner they would treat their future partners, the engagement changes. Commitment is achieved by direct and open conversations. It transforms recruitment into a partnership and not a business. 

There is no other way that cultivates distrust as effectively as silence does with a high-stakes process. I have witnessed this in finance where the updates slack and people assume the worst. The same occurs in the recruitment where the applicants are not aware of what to expect next. Respecting their time is indicated by a timely message about the schedule or the person doing the interviews. These updates maintain the pace of movement and also demonstrate trustworthiness. The candidates are less likely to run away when they believe in the process. 

In my case, once one feels that they can be replaced, their loyalty decreases. Recruitment is most effective when it comes across as a part of a common cause, rather than a business deal. It is the employers who retain candidates who get to understand what motivates them and linking this with the purpose of the company. It is the same principle I use to assist the clients in building a long-term commitment: people remain with what they value. Demonstrate actual interest in getting to know them rather than what they are capable of doing. Ghosting can be significantly decreased by such a change of tone alone.

Shaun Bettman, Principal | Mortgage Broker, Eden Emerald Mortgages

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As the owner of DeWitt Pharma, I have realized that reducing ghosting of candidates begins as the hiring process becomes clear and consistent. Provided that the employers articulate the hiring schedule, interview process, job description, and start time, job applicants will be less anxious and insecure. Entry, Level professionals are most of the time attempting to determine professional norms, hence clear and simple communication can go a long way.

Providing prompt responses and frequent updates during the process also contributes to retaining the interest of the candidate, particularly where a candidate is considering a number of opportunities. Asking the candidates to confirm interviews and commencement dates also helps in ensuring commitment and reducing no-shows. The period between day one and acceptance of the offer is extremely critical, and frequent check, ins in the same period will maintain the energy flowing.

Finally, employers need to evaluate reliability in the interview by issuing behavioral queries to the applicants on accountability and follow-through. Establishing appropriate objectives, timely responses, and well structured recruitment process cultivates trust. When candidates feel that they are well-informed, respected, and welcomed, chances of completing every step of the process are higher, and they will end up reporting on their first day.

Blake DeWitt, CEO, DeWitt Pharma

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I think something everyone has in common, whether they’re an applicant or an employer, is that we don’t want to waste our time. There can be several reasons why a candidate is ghosting you, and, realistically speaking, some of those are just out of the employer’s control. But that doesn’t mean we can’t do anything about it.

The first thing you can do is set expectations clearly. From the very beginning, explain the steps in your hiring process, from assessment and interviews to onboarding, so they know the extent of what they’re getting themselves into. If you can, include it in the job ad itself.

Second, respond quickly. Set automated emails when receiving applicants’ resumes and when reminding them of their interview schedules. Confirm next steps as soon as a candidate goes through one stage of your hiring process. Long gaps between stages are one of the main reasons candidates ghost employers.

Third, make the role feel real before day one. A quick message from the hiring manager, a short intro to the team, or a simple onboarding step can make a big difference. When candidates feel expected and included early, they are less likely to drop off.

Milos Eric, Co-Founder, OysterLink

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Candidates are ghosting you because your hiring and onboarding processes are just too slow. With today’s competitive job markets, many early-career talent will make several job applications and have gone through at least one or two additional interviews in one week. 

When you take one full month to review a file and get back to them (with some companies, it can take longer), you’ve already lost the competition. More than likely, they didn’t show up for your interview or their first day at work because another company was able to close the deal before you could schedule the follow-up.

You’ll need to develop a hiring strategy that treats hiring as if it is a high-velocity sales pipeline, reach out to an applicant within days of receiving an application, and set up a discovery call to schedule an interview. Your goal should be to extend a verbal offer to a new hire within a few days after the last interview.

By being the first to contact the applicant, you’re securing their commitment to accepting the position before they are able to receive another job opportunity.

John Karsant, Founder and CEO, LevelUp Leads

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Ghosting is a prevalent problem in hiring, especially for those hiring students. In fact, over half* of hiring managers report having been ghosted by Gen Z candidates. My biggest tip for employers is to communicate quickly and curate a warm hiring process.

First, speed matters more than ever. If your process takes several weeks, you’ve likely lost candidates to competitors. Reach out in a timely manner and through channels students best respond to, like using text or chat apps over phone calls.

Also, early career talent talk to each other, so if your process feels too cold or extensive, the word will eventually get around. Student job seekers want to know they’re joining a team that sees them as a person, not just a resume, so be sure to send quick personal messages along the way that build those lasting connections from day one.

Debbie Emery, Co-Founder & CSO, Juvo Jobs

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The reasons why candidates ghost employers can be complex. Typically, we’re led to believe that ghosting is a form of apathy, and while this can certainly be the case, a lack of communication can also be down to candidates believing that they’re undervalued within the hiring process. 

Your priority should be to stamp out ghosting as a result of apathy and miscommunication. To action this, invite candidates to write a covering letter for all of your roles. This encourages interested parties to invest deeper in the role that they’re applying for. You should also check covering letters for evidence of AI, because it risks undermining the objective of fostering higher levels of engagement. 

Perhaps most importantly, you should remain in contact with candidates throughout the process. Sometimes, ghosting can occur as a result of applicants mistakenly believing that they’ve failed to be shortlisted or that the company has already hired someone else. 

Keep in touch with candidates and let them know when they’ve been shortlisted and the next steps they can expect. Adding timeframes can be difficult, but allowing candidates to understand that they may not hear about a role until a certain time could help them to become more receptive when you do eventually get in touch.

Matthew Crook, General Manager, PeopleHR Evo

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I struggled with this before, and I’ve learned that candidates ghost when they feel like a transaction, not a person. Most employers treat the early-career talent pool as disposable because there’s always another resume in the inbox. 

To begin with, communication is crucial to me. I respond to all candidates, both rejected and accepted, within three days. When I progress a candidate to the next stage, I give that candidate timeframes: “You will hear from us no later than Friday.” When I’m delayed, I let the candidate know immediately. It seems very basic, yet I have been completely amazed at how many employers let candidates sit for two weeks without any feedback on their application. It is very hard for someone just starting their career, as they may be considering multiple job offers. If they are hearing nothing from an employer, they will often assume they didn’t continue in the hiring process.

Next, I make the interview experience respectful. When interacting with applicants, I don’t  leave candidates waiting or being interrupted, also I do not require candidates to go through multiple steps or have numerous interviews for a beginning-level position. Early-career candidates are testing whether your company actually values them if your hiring process is chaotic, they assume the job will be too. 

I don’t build a hiring funnel, I build relationships with candidates. When I reach an offer stage, I assign the candidate a single point of contact who will check on them weekly. I will get back to them with answers to their questions immediately. I make them feel like they are joining something real rather than joining a nameless company. The week before they begin work, I send them a welcome package that may contain company apparel, a personalized letter from their manager, and information regarding day one. This is very meaningful to someone who is making a major life choice.

I’ve reduced my ghosting rate from 15% to under 3% by doing one simple thing: treating candidates the way I’d want to be treated if I were in their position.

Levon Gasparian, CEO & Founder, EntityCheck

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Internally, one of our tactics is through our Three-Touch Trust Loop. This resulted in three very simple touchpoints for the candidate after each interview, all within a few days — a thank-you note on the same day, a brief update on the timeline 1-2 days after, and a check-in before the final decision. Even if a decision takes longer than expected, candidates are still involved because their experience is being taken into account. 

Another important step that has a significant impact on the onboarding experience occurs before day one of employment. We send out a short welcome message with the important details: parking, what to wear, what they can expect on their first morning, and who will meet them when they arrive. Fresh hires early in their careers often feel intimidated when entering a new work environment. This really helps because it sets expectations and a relationship so that any anxiety is converted into confidence. You come in ready to start rather than unsure of how things will go.

Matt Bowman, Founder, Thrive Local

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As an HR specialist, I can guarantee that no employee will ghost you throughout the process if you’re communicating the ‘opportunity’ successfully. Don’t offer a job, offer a space to grow, learn and reach higher levels of success. You have to build a relationship. Create emotion in the process and even before it. 

Keep things organized from your end. Stay tech-savvy. Use online platforms for interviews where possible. Don’t create extra unneccessary hassle just for the sake of it. Stay punctual to the decided times and dates, Send a reminder email 24 hours prior. Recent grads and students usually lack the professionalism that we expect from them. It hasn’t yet become a part of their nature so try and accommodate them until you can train them. 

Graduating students are getting employment offers from left, right, and above! If your offer doesn’t stand out, you’ll be ghosted. You also need to be quick to approach these students before too many options land in their laps. Don’t just offer a market competitive salary, build a relationship through the interview process. Use this connection to get the applicant excited to become a part of your team.

Lastly, do all of this is in as concise of a process as you can. These applicants are not interested in dragging a job opportunity for weeks.

Ed Hones, Attorney At Law, Hones Law Employment Lawyers PLLC

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In my limited hiring experience, nothing improves ghosting rates from early-career candidates quite like moving between your final interview and start date up to 7 days or less. Each day you let slip between “you’re hired” and “show up Monday” is another day for a younger candidate to take another offer, lose excitement, or just bail. You see, applicants in their early twenties are typically applying to 15-20 jobs at any given time. Speed is of the essence. An offer that starts 3-weeks from the time you give it might as well say “Feel free to ghost me.”

Ghosting is simply a problem with speed and communication. Bridge that gap, fill that silence, and most of your no-shows will become day-one attendants!

Dr. Gregg Feinerman FACS, Owner and Medical Director, Feinerman Vision

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I think a lot of candidate ghosting comes down to simple uncertainty. When people apply and then hear nothing for a week or two, they often assume the company has already moved on. At that point they stop responding or stop taking the process seriously. Even a short message saying when they should expect an update can make a big difference.

I also think early-career candidates respond well when the process feels a bit more human. A quick reminder before an interview or a short follow-up after a conversation shows that someone on the other side is actually paying attention. When candidates feel like they’re dealing with real people rather than an automated hiring process, they’re much less likely to disappear.

Jordan Vickery, Co-Founder, Vinyl

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Honestly, this is something I’ve just kind of accepted as the price of doing business. The issue is that so much of it is out of my hands. We try to be proactive, transparent communicators, but if people have had bad experiences being ghosted during the hiring process in the past, I can’t necessarily blame them for paying that same treatment forward. We simply try to stay open and flexible throughout the process, including not telling our final candidates they weren’t selected until our actual hire has made it through a whole day.

Jonathan Palley, CEO, QR Codes Unlimited

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In my experience, employers can decrease ghosting by treating all candidates as if they were a real relationship and not a disposable lead. That means consistent communication, clear expectations and respectful timing at each step.

The greatest change that I recommend is a simple one. Decide on a standard for communication in your hiring process, and then discipline yourself to it. For instance, let candidates know in advance, when they get back once in each stage, what comes next and who contacts them. Then follow through on that promise, even when it is “no update yet, here’s where we are.” In practice, that translates into verifying the details of interviews beforehand, sending same day follow ups after meetings and providing fast (and honest) feedback instead of silence. If you take their time as seriously as you take your client’s less people walk away midstream.

In my agency, we work with models that often have several offers simultaneously, in different cities. The client that responds in a matter of hours, maintaining call times and being able to explain the project well almost always wins the talent, at the same fee range. The model is visibly seen and so they are more committed.

If you can take that same sort of rhythm and clarity to your hiring, ghosting goes down to the drain and you get a reputation for being the company that respects people, before they even started on the job.

Prof. Dr. David Ratmoko, Owner and Director, Metro Models