Over the years, I have seen ghosting from both sides – candidates and recruiters. And no matter which side it happens on, it leaves frustration and broken trust behind.

Imagine this:
A candidate prepares for weeks, nails the interview, and then… silence. No updates. No closure. Just wondering, “Did I do something wrong?”

Or this:
A recruiter spends hours screening, interviewing, and coordinating, only for a candidate to vanish – many times after accepting an offer and just before onboarding. Calls unanswered, emails ignored, gone without explanation.

Both sides feel the sting: wasted effort, disappointment, and unnecessary stress.

𝗪𝗵𝘆 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗴𝗵𝗼𝘀𝘁?
– Counteroffers or last-minute doubts after accepting an offer.
– Lack of excitement or interest in the role.
– Confusion about responsibilities or unclear expectations.
– Misaligned compensation or benefits.
– Personal changes: relocation, family emergencies, health issues.
– Professional changes: promotions, internal moves, or new opportunities.
– Fear or anxiety around difficult conversations.

𝗪𝗵𝘆 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀/𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗴𝗵𝗼𝘀𝘁?
– Handling too many roles and candidates at once.
– Internal delays or conflicts: approvals, hiring manager indecision, or organizational changes.
– Complicated processes for senior or niche roles.
– Personal circumstances: vacations, emergencies, or heavy workload.
– Lack of systems or structured communication processes.

𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝗯𝗼𝘁𝗵 𝘀𝗶𝗱𝗲𝘀
– On Candidates: They feel frustrated, anxious, and undervalued. Ghosting leaves them wondering what went wrong and can affect their confidence.
– On Recruiters/Employers: Time and effort are wasted on interviews and processes. Ghosting creates stress, disrupts hiring timelines, and ultimately hurts the business.

𝗛𝗼𝘄 𝘁𝗼 𝗵𝗮𝗻𝗱𝗹𝗲 𝗴𝗵𝗼𝘀𝘁𝗶𝗻𝗴
✅ Candidates: Communicate clearly, even if changing your decision after accepting an offer. Follow up politely, and continue exploring other opportunities.
✅ Recruiters/Employers: Provide timely updates, set expectations upfront, and offer closure – even if the news is negative. Treat recruitment as a process, not a transaction.
✅ Everyone: Stay professional, respectful, and empathetic. Document timelines and maintain transparency.

𝗛𝘂𝗺𝗮𝗻-𝗙𝗶𝗿𝘀𝘁 𝗥𝗲𝗺𝗶𝗻𝗱𝗲𝗿
Behind every application, interview, or offer is a person. Respect, clarity, and empathy matter. Ghosting erodes trust, damages relationships, and creates unnecessary stress.

Recruitment works best when we bring back empathy, clarity, and professionalism. A simple “yes,” “no,” or even “still waiting” is always better than silence. Let’s make ghosting the exception, not the norm.