The way we recruit and hire has undergone significant changes in recent years, especially with the rise of remote and hybrid work environments. The term “ghosting,” once associated with the dating world to describe abruptly cutting off communication without explanation, has now found its way into the workplace. This phenomenon has become a common challenge for HR professionals, who often manage a large pool of candidates.

Ghosting can happen on both sides of the hiring process. Recruiters might ghost a candidate to indirectly signal that they are no longer being considered for a role, often to avoid a potentially uncomfortable conversation. On the other hand, candidates might ghost a hiring manager due to various factors such as a lengthy hiring process, poor communication, or personal reasons beyond the company’s control.

HR teams across the country are feeling the strain, as evidenced by recent ONS data showing that more than half of businesses have ambitious hiring goals this year, with over 908,000 job vacancies. In this context, it’s understandable that hiring managers may become overly focused on attracting new talent, sometimes at the expense of maintaining a positive experience for current candidates in the interview process.

Managing the uncontrollable

Candidate ghosting can occur at any point in the hiring process, whether right after the first email or even at the job offer stage. According to a recent survey by Indeed, 86% of UK jobseekers have skipped scheduled job interviews, and 20% of workers report that businesses have missed their phone interviews. While many reasons for ghosting are beyond the hiring manager’s control, it’s up to the HR team to take charge of what they can, ensuring a smooth candidate experience by guiding them through the process and creating the most positive interactions possible.

Our Industry Insights Report highlights that large companies are increasingly prioritising the speed of hiring as their top metric. While this focus may help in securing qualified candidates more quickly, many businesses still struggle with slow hiring processes due to resource constraints. Ultimately, the challenge is to balance the need for fast recruitment with the importance of a seamless candidate experience. While speed is crucial for bringing new talent on board, hiring managers must also pay attention to the pacing and management of the entire candidate journey.

Every moment counts

Imagine this: you’re in the midst of interviewing with five different companies, dedicating countless hours to preparing and trying to make the best possible impression on each hiring manager. This process has consumed more than a month of your life, intruding on your personal time. Finally, after an interview you feel went particularly well, you’re told to expect a response soon. But weeks go by without any word from the hiring manager. You start to feel not just abandoned but also uncertain about your performance, leading to doubts not only about the interview but about the company itself.

For hiring managers, it’s crucial to show candidates that their time and effort are valued. Timely communication is key to this. No one benefits when a candidate is left waiting indefinitely for feedback—it creates stress on both sides. According to the Indeed Career Guide, job seekers are advised to submit 10-15 applications per week to stay competitive. So, if your candidate is also applying for multiple roles, the challenge for the hiring manager is clear: how can you make the candidate feel valued and special without dragging out the hiring process?

Harness the power of technology 

Hiring managers often juggle a heavy workload, with background checks being a crucial yet time-consuming part of the process, typically occurring in the later stages. These checks can delay the hiring process, frustrating candidates. A UK study by Hays found that only 6% of candidates are willing to wait more than a week for a response after a final interview.

To maintain effective communication with candidates, automation is essential. Modern tools like applicant tracking systems and automated background checks can handle administrative tasks, freeing up time for hiring managers to focus on building personal connections with candidates. This human interaction is vital and cannot be fully replaced by technology.

Prolonged hiring processes can drive candidates away, increasing the risk of ghosting and harming the company’s brand. Even if a candidate isn’t selected, personalised rejection emails are crucial. ICIMS reports that over half of rejected applicants don’t receive any formal rejection, highlighting a gap in many hiring practices. Though often overlooked, sending thoughtful rejections can enhance the company’s reputation and attract top talent.

Ultimately, businesses must ensure a positive candidate experience from start to finish. By automating time-consuming tasks with the right tools, companies can maintain consistent communication, keep candidates engaged, and reduce the likelihood of ghosting