Ghosted Again? How to Stop Candidates from Disappearing and Start Engaging Them Better

Ever had that feeling when a promising candidate vanishes into thin air? One minute you’re scheduling their next interview; the next, they’re as unreachable as a Wi-Fi signal in a basement. Yeah, been there, done that, got the ghosted T-shirt.

I used to think it was just me. Maybe my emails were too long, or perhaps my phone calls sounded like a sales pitch from the ‘90s. But then I started talking to other recruiters, and guess what? Candidate ghosting is the new pandemic, and it’s hitting us all hard.

The Vanishing Act: Why Candidates Ghost

Let’s cut to the chase. Why do candidates disappear like they were never there? Is it something we said? Something we did? Or is there a deeper, darker reason lurking beneath the surface?

Well, turns out it’s a bit of everything.

Overwhelmed by Choice

In today’s job market, especially for high-demand roles, candidates are juggling multiple offers like a circus performer with too many flaming batons. When options abound, commitment dwindles.

Poor Communication

Ever sent a message into the void, only to hear crickets? Yeah, candidates feel the same way when we go radio silent after an interview. Communication is a two-way street, and sometimes we’re the ones setting up the roadblocks.

Negative Candidate Experience

Long application forms, never-ending interview processes, or just plain rudeness—these can send candidates running for the hills. First impressions matter, and sometimes we blow it without even realizing.

Personal Circumstances

Life happens. Family emergencies, health issues, unexpected events can all cause a candidate to drop off the radar. Not every ghosting is a slight; sometimes it’s just life throwing curveballs.

Is Ghosting the New Normal?

I refuse to accept that. Sure, it’s become more common, but that doesn’t mean we have to sit back and accept it as the status quo. We can do better, and we must do better.

But how?

Turning Ghosts into Guests: Strategies That Work

I won’t promise a magic spell to banish ghosting forever, but here are some tactics that have worked wonders for me and others in the field.

1. Streamline Your Process

Let’s be real—no one wants to jump through hoops. Simplify your hiring process. Cut down unnecessary steps, reduce waiting times, and make it as painless as possible.

Remember that time you abandoned an online purchase because the checkout had too many steps? Yeah, your candidates feel the same way about cumbersome application processes.

2. Enhance Engagement Through Personalization

Ever received one of those “Dear Candidate” emails? Didn’t exactly make you feel special, did it? Personalize your communications. Use their name, reference previous conversations, make them feel valued.

3. Set Clear Expectations

From day one, be transparent about the hiring timeline, what’s expected at each stage, and when they’ll hear from you next. Uncertainty breeds anxiety, and anxiety leads to avoidance.

4. Provide Value in Every Interaction

Think about it—why should the candidate stay engaged? Offer them something of value at each touchpoint. Insights about the industry, feedback on their skills, anything that makes the interaction beneficial for them.

5. Leverage Technology Wisely

Automation can be your best friend or your worst enemy. Use it to enhance, not replace, human interaction. Automated updates are great, but nothing beats a personalized message.

6. Create a Magnetic Employer Brand

Candidates are more likely to stay engaged with companies that have a strong, appealing employer brand. Showcase your company culture, values, and what makes you unique.

7. Be Empathetic

At the end of the day, we’re dealing with people, not faceless resumes. Show empathy, understand their needs, and build genuine relationships.

A Story of Ghosts Past

Let me tell you about Sarah. Brilliant developer, stellar résumé, aced the first interview. Then—poof—she was gone. Calls unanswered, emails ignored. Weeks later, I got a LinkedIn message from her.

Turns out, she had a family emergency and had to relocate temporarily. She was too overwhelmed to notify all the recruiters she was in contact with. Life happens.

From that moment, I realized the importance of giving candidates the benefit of the doubt. Not every ghosting is intentional.

The Mirror Test: Are We Ghosting Too?

Wait a minute. Are we guilty of ghosting candidates ourselves?

Think back—ever received hundreds of applications and only responded to a handful? Left candidates hanging after an interview with no updates?

We’re part of the problem.

Building Bridges, Not Walls

It’s time to break the cycle. Respond to all candidates, even if it’s a courteous rejection. It takes minutes but leaves a lasting impression.

The Power of Feedback

Providing constructive feedback can turn a disappointed candidate into a future advocate.

They feel valued
They gain actionable insights
They may re-apply when they’re a better fit

Embracing Technology: But First, Humanity

Yes, there are fantastic tools out there to streamline communication. Chatbots, automated emails, AI-driven scheduling—the works. But don’t let technology replace the human touch.

“Automation is excellent for efficiency but disastrous for empathy.”

Use technology to enhance, not eliminate, personal connections.

The Golden Rule of Recruitment

Treat candidates the way you wish to be treated if you were in their shoes.

Timely responses
Transparency
Respect for their time

Simple, right? Yet often overlooked.

Is the Grass Greener?

Candidates sometimes ghost because they’ve accepted a better offer. Can’t blame them for making choices in their best interest. But what if you could make your offer more appealing without necessarily increasing compensation?

The Allure of Culture

More and more, candidates value company culture, flexibility, and growth opportunities over salary alone.

Offer remote work options
Highlight career development paths
Foster an inclusive environment

The Follow-Up: Persistence Pays Off

Think about sales—the average sale often requires five follow-ups. Why should recruitment be any different?

Don’t give up after one or two unanswered messages
Vary your communication channels—email, phone, LinkedIn
Be respectful yet persistent

When to Let Go

As much as it hurts, sometimes you have to move on.

Set a reasonable follow-up schedule
Know when to cut your losses
Keep doors open for future opportunities

It’s not about giving up; it’s about knowing where to invest your time.

A Quick Checklist: Are You Ghost-Proof?

Is your application process user-friendly?
Do you set clear expectations from the start?
Are your communications timely and personalized?
Have you provided value at every interaction?
Do you treat candidates with empathy and respect?

If you can tick all these boxes, you’re on the right path.

The Silver Lining

Here’s the good news: Every ghosting incident is a learning opportunity. It forces us to examine our processes, improve our communication, and ultimately become better at what we do.

Ghosting isn’t the end; it’s a catalyst for change.

The Final Word: Turning the Tables

Imagine a world where candidates are as committed to the hiring process as we are. Sounds idealistic? Maybe. But with the right strategies, we can get a lot closer to that reality.

So, next time you feel the frustration bubbling up after being ghosted, take a deep breath. Reflect, adjust, and keep moving forward.

Remember, in the game of recruitment, resilience is key. And who knows? The candidate who ghosted you today might just reappear as your star hire tomorrow.

Tired of candidates disappearing mid-process? Discover how Machine Hiring’s AI-powered engagement tools can help you keep candidates engaged and excited throughout the hiring journey.