Ending Ghosting: How to Prevent Communication Breakdowns Between Recruiters and Candidates

Today’s guest blogger is Jenn Anderson, owner and founder of Prestige Recruiting Firm based in Clearwater, FL.  Prestige Recruiting Firm specializes in recruiting executive sales professionals, senior leadership, and company infrastructure employees, in the medical device manufacturing, process automation sales and services, higher education, and commercial construction industries. Jenn is also an NPAworldwide Board Director with responsibility for the Eastern North America region.

“Ghosting”—we all know the term, and most of us dislike it. 😒 Whether it’s candidates disappearing after an interview or recruiters going silent after a promising conversation, ghosting in the hiring process frustrates everyone involved. But with better communication from the start, ghosting can be avoided. In this post, I’ll explore why ghosting happens on both sides and share tips to prevent it based on my experience. 🗣️✨

Why Ghosting (or “Dropping Off the Radar”) Happens

Though we dislike it, ghosting happens for a variety of reasons:

For Candidates:

• Overwhelm 😵‍💫: Managing multiple applications can cause some to slip through the cracks unintentionally.
• Change of heart 🤔: Candidates may realize a role isn’t for them and feel uncomfortable declining directly.
• Fear of confrontation 😬: Turning down a recruiter may feel awkward, leading some candidates to simply disappear.

For Recruiters:

• High volume of applicants 📈: Sorting through many resumes can lead to delays or oversights.
• Shifting priorities 🔄: Internal changes may pause or cancel hiring, but candidates aren’t always notified.
• Avoiding tough conversations 😶: Some recruiters prefer to avoid rejecting candidates outright, hoping silence will speak for them.

Tips to Prevent Ghosting (Based on My Experience) 🛡️💬

In my recruiting practice, I’ve found that setting clear expectations early is the key to preventing ghosting. Here’s what I do, and what I recommend for both recruiters and candidates:

For Candidates:

1. Be Transparent About Your Job Search 🤝: I encourage candidates to be upfront about pursuing other opportunities. This helps me better manage timelines and adjust accordingly.
2. Establish Clear Timelines ⏰: If candidates have deadlines from other offers, I ask them to share those with me so I can prioritize feedback and not keep them waiting.
3. Don’t Be Afraid to Decline 🙅‍♀️: Candidates should send a brief email if they’re no longer interested. It’s much better than disappearing and maintains good relationships for the future.
4. Clarify Next Steps ➡️: I always explain what candidates can expect regarding follow-ups. This ensures they aren’t left wondering when or how I’ll be in touch.

For Recruiters:

1. Set Expectations Early 📅: During our first conversation, I provide candidates with clear timelines for each stage of the process. This prevents them from feeling left in the dark.
2. Communicate Promptly 📧📲: When I receive updates, I contact candidates immediately via email or text, especially if time-sensitive responses are needed. This has helped me avoid missed opportunities and kept communication flowing.
3. Provide Closure 📨: I make sure to send a polite rejection email to candidates who aren’t moving forward, giving them closure and showing respect for their time.
4. Use Automation 🤖: Use automated tools to send regular updates. This ensures that even if I’m busy, candidates don’t feel forgotten.

Better Communication, Fewer “Ghosts” 👻

Ghosting often stems from a communication breakdown. Whether we call it “dropping off the radar” or something else, it can be avoided with transparency and timely updates. 💡

By prioritizing clear communication from the start, both candidates and recruiters can foster better relationships, reduce frustration, and ensure nobody is left in the dark. Let’s make ghosting a thing of the past and keep the conversation going! 🙌