Written by Sally-Ann King | 7th October 2025
Ghosting in recruitment is on the rise, and it’s leaving both employers and candidates frustrated. Put simply, it’s when communication suddenly stops without explanation – maybe a candidate interviews and never hears back, or a hiring manager is left waiting for someone who doesn’t turn up on their first day. It happens both ways, and the result is the same: wasted time, damaged trust, and people feeling undervalued.
The scale of the problem might surprise you. Research from Indeed shows that a staggering 55% of job applications go unanswered in the UK, while 84% of job seekers admit they’ve skipped an interview without giving notice. Ghosting has become so common that some people now expect it as part of the process.
But it doesn’t have to be that way. In this blog I look at why ghosting happens, the impact it has on both businesses and candidates, and what you can do to create a recruitment experience that values everyone involved.
Why employer ghosting damages your business
Employer ghosting is more common than many people realise. In fact, 56% of UK employers admit to ghosting job applicants, according to CV Genius. Often, this means candidates don’t hear back after an interview, and in some cases, they’re never even told that the job has been filled. Two in ten hiring managers even say they don’t see a problem with leaving applicants in the dark.
But ignoring candidates can not only turn talented people away from your business, it can damage your reputation. Candidates who don’t hear back are far more likely to share their negative experience with others, and they might even leave reviews on platforms like Glassdoor that paint your business as disorganised or uncaring. Those reviews are often one of the first things future applicants or even clients see, and they can have a lasting impact on how your company is perceived.
Also, the best candidates often have options, and if you leave them waiting or fail to provide feedback, they’re likely to move on quickly. That means you may end up losing the very people you worked so hard to attract. Add to that the wasted time and resources of interviewing and shortlisting candidates who then drop out of the process because they feel ghosted, and it becomes clear that silence is a very expensive mistake.
Why does it happen? For some employers, it comes down to overwhelmed hiring teams, especially in small businesses where recruitment is just one of many responsibilities. Sometimes it’s a lack of process, meaning there’s no clear plan for how or when to communicate with candidates. And for others, it’s a fear of giving negative feedback, so instead of having a difficult conversation, they avoid it altogether.
There’s also a worrying trend of “ghost jobs.” According to hiring platform Greenhouse, between 18 and 22% of job listings advertised in 2024 were jobs that either never really existed or were never filled. Businesses keep these postings live to create the impression of growth or to collect CVs “just in case” the right person comes along. For hopeful candidates, applying for these roles means investing time and energy only to hear nothing back.
Why candidates ghost and how employers can respond
Candidates are guilty of ghosting too, and it’s something that businesses are struggling with more than ever. In fact, 27% of UK employers reported new starters failing to turn up on their first day of work in 2024, according to CIPD.
Sometimes this happens earlier in the process – candidates don’t show up for interviews, they ignore phone calls, or they stop responding to emails altogether. In 2025 ghosting has been dubbed “career catfishing” – candidates accept a job offer but then disappear before their start date, often without giving any explanation. The Guardian article claims that 34% of Gen Z, 24% of millennials, 11% of Gen X and even 7% of Baby Boomers have admitted to doing this.
So why do candidates ghost? Often, they’ve received another offer and chosen not to tell the first employer. In other cases, the hiring process takes too long, and by the time the employer gets back to them, they’ve lost interest or found something else. Poor communication can also be a factor – if candidates feel ignored, undervalued or kept in the dark, they may feel no obligation to keep the employer informed either. And of course, if pay or benefits aren’t competitive, or if the offer isn’t clear, candidates may decide it’s easier to walk away without saying anything.
From an employer’s perspective, this is frustrating and costly. But there are steps you can take to reduce the chances of it happening. Streamlining your hiring process so that candidates aren’t left waiting weeks between stages is crucial. Being transparent about salary, benefits, and working arrangements right from the start also helps to build trust. And consistent, respectful communication goes a long way. Even short updates – letting candidates know you’re still in the process of making decisions – can make them feel valued and keep them engaged.
How to create a ghost-free recruitment process
While it’s impossible to prevent ghosting altogether, you can build processes that make it far less likely. The key is creating a recruitment experience that offers clear communication, respect, and transparency.
Set expectations early
One of the simplest but most effective ways to reduce ghosting is to be upfront with candidates about what to expect from your process.
Job seekers often apply for roles not knowing how long the process will take, when they might hear back, or what the next stage looks like. That uncertainty can quickly turn into frustration, which makes it easier for them to ghost you. Setting out your recruitment timeline in the job advert, for example, explaining that candidates will hear back within two weeks and what the interview process will involve, makes the journey clear from the start. It also gives candidates permission to follow up after a specific date, which sets healthy boundaries and avoids those “just checking in” emails too early in the process.
Keep candidates informed at every stage
Silence is one of the main reasons candidates lose interest or disengage. If they don’t know what’s happening, they’ll assume the worst and may accept another offer in the meantime. That’s why regular communication is vital. Even if there isn’t a final decision yet, a short update to say “we’re still reviewing applications and will be in touch next week” reassures candidates that they haven’t been forgotten. And when a candidate isn’t successful, telling them promptly is just as important. It’s not easy news to deliver, but candidates respect transparency. This kind of communication shows your business values people’s time, and it leaves a far better impression than silence.
Use automation wisely – without losing the human touch
Automated responses to acknowledge applications, interview scheduling tools, and even AI to help sift through CVs can all save valuable time. But the risk is that processes become too automated, and candidates feel like they’re only dealing with a system rather than a person.
When communication feels robotic or impersonal, it’s much easier for candidates to disengage. You need to find a balance. Automation can help with some of the admin of your recruitment process but not replace meaningful human interaction. A personal phone call after an interview, a tailored email with feedback, or even a genuine thank you message can make all the difference in keeping candidates connected to your business.
Train hiring managers to give feedback
One of the biggest reasons employers ghost candidates is because hiring managers feel uncomfortable giving negative feedback. It’s not always easy to tell someone they haven’t got the job, but avoiding the conversation altogether does far more harm in the long run. Training managers to deliver feedback respectfully and constructively helps to remove that barrier. It also creates a better candidate experience, as people leave the process with clarity about why they weren’t chosen and what they did well.
Encouraging managers to use positive language, for example, “we won’t be progressing your application on this occasion” rather than “you were rejected”. It makes the process kinder while still being clear. This approach not only prevents ghosting but also strengthens your employer brand.
Offer flexibility and clarity in job offers
Even after you’ve chosen your preferred candidate, ghosting can still happen if the job offer isn’t handled well. Offers should always be given in writing and should clearly set out salary, benefits, working arrangements, and any other key details. Ambiguity is one of the biggest drivers of candidate ghosting at this stage – if they don’t feel confident about what they’re accepting, they may simply walk away.
Flexibility also plays a part. If you’ve found the perfect candidate but they need to work out a four-week notice period, or they’re hoping for some flexibility in working hours, being willing to accommodate reasonable requests can make all the difference. Showing that you value their needs helps build trust and increases the likelihood they’ll commit to the role.
Consider outsourcing recruitment support
For some businesses, ghosting issues happens simply because they don’t have the time or resources to manage recruitment properly. Communication slips, feedback doesn’t get given, and candidates lose interest. If that sounds familiar, outsourcing all or part of your recruitment process can be solution.
At Reality HR, we support clients with everything from screening CVs and interviewing candidates to managing communication and onboarding. Having dedicated support ensures candidates feel valued throughout the process, and it protects your reputation from the damage ghosting can cause. Ultimately, outsourcing gives you peace of mind that the process is handled professionally while freeing up your time to focus on running your business.
If you have any questions or would like to learn more about how we can support you with recruitment, get in touch with our team at info@realityhr.co.uk