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Ghosting Isn’t Just for Halloween: Why Candidates Disappear and What To Do About It

You see me...and...now you don't!

Ghosting is a dreaded experience; first it was during Halloween and then it used to be something you only heard about in dating, but now it has become a regular part of the job market.

Employers see it all the time. A candidate scheduled who doesn’t show up for an interview. Someone accepts a job offer and then disappears without any notice. Others stop responding in the middle of the process.

If this has happened to you, you’re not the only one. Almost half of employers say they’ve been ghosted in the past year. A lot of people want to call it unprofessional or blame it on younger generations, but the truth is more complicated.  It's here and it isn't going anywhere. So why does it happen? Fortunately the truth is, employers have more influence over it than they realize.

The number one reason people disappear is a breakdown of trust. The hiring process often feels one sided and is treated as one sided. Candidates see job postings full of buzzwords, rejection emails that are automated, and interview processes that drag on and on (Five interviews for a mid-level position? Talk about spooky!) When the experience feels cold and impersonal, they don’t feel bad about walking away without saying anything. Why would they?

Another reason is leverage. In industries like healthcare and construction where demand is higher than supply, good candidates usually have multiple opportunities in front of them. If another company moves faster or offers something better, the slower company gets left behind. When hiring needs to be made, make it with intent.

Then there’s simple human behavior. A lot of people find it easier to say nothing than to tell a recruiter or hiring manager if they are no longer interested. Silence feels easier than confrontation. People find that they can walk away without consequence if there's no tie there to begin with.

So what can employers actually do? The first thing is speed. When a company knows they want someone, they need to move quickly. The longer the process drags out, the more likely that person is taking another offer, or loses interest.

Next is transparency. Be clear about pay, the timeline, and expectations from the start. Don't blindside the people you want on your team. Candidates value honesty over polish. If you give them a real picture of what to expect, they are more likely to stick around, even if that picture isn't perfect.

The last piece is making the process feel human. That doesn’t mean holding anyone’s hand, and being their best friend, but it certainly means showing respect. Respond to applications quickly. Keep people updated, even if the update is simply that things are still in process. If someone doesn’t move forward, take the time to tell them directly instead of sending an empty rejection email. Those small touches go a long way.

Ghosting isn’t going to disappear any time soon. It’s part of the hiring landscape now. But the companies that adapt, in small but fundamental ways, will see an immediate and measurable difference. When candidates feel respected, when the process is clear, and when decisions move quickly, they are far less likely to ghost.

In short, the real issue is that hiring has become impersonally transactional and ghosting is a symptom. Employers who build relationships instead of just filling slots will see fewer candidates disappear and more people actually show up.