By: Ivana Lodovici | Principal
The term “ghosting” emerged in the 2000s in the context of online dating. It describes the act of abruptly cutting off all communication with someone without offering any explanation. The term is now used in HR circles and specifically in recruiting.
Ghosting in Recruitment
In recruitment, ghosting can happen on both sides. Here’s how:
- Employers/recruiters ghosting candidates: A candidate may go through multiple rounds of interviews, investing time and effort, only to be left in the dark about the hiring decision.
- Candidates ghosting employers/recruiters: A potential hire may stop responding to emails or fails to show up for interviews, leaving the company in uncertainty.
Ghosting, in any context, destroys trust and weakens professional relationships. It signals to others that a lack of communication is acceptable, perpetuating a cycle where no one feels obligated to offer closure or clarity. What is truly shocking is that people do not seem to be surprised anymore. Specifically, among younger professionals, some openly admit they didn’t feel necessary to inform a recruiter if they accepted another role during the interview process. Is this their fault, or ours?
A Call for Professionalism in Recruiting
No matter how busy you are, how many openings you are working on or how many candidates you interact with, ghosting should not be justified. Technology and Applicant Tracking Systems are excellent tools to manage your workload and easily schedule follow up with candidates via email or even text messages.
If you say: “I will get back to you by next week”, please make sure the candidates are kept updated on the status of the interview process even if you have not received any feedback from the Hiring Manager yet. This is a clear sign of respect for the person’s time and professionalism. Feedback, even when not conclusive or yet specific, is certainly appreciated.
Ghosting generates mistrust, damages relationships, and creates a culture where accountability is lost. Let’s strive to treat people like we want to be treated.
Source: Ivana’s LinkedIn Newsletter