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Last week, we shared tips for job seekers to avoid ghosting after finding that 40% of job seekers say they’ve been ghosted by an employer after their second or third interview.
This week we look to the other side. The statistics behind job seekers hounding prospective employers are equally bone-chilling.
According to a report from job site Indeed, 78% of job seekers admit to ghosting a prospective employer, up from 68% in 2022.
And employers are feeling the pinch. A whopping 89% say ghosting causes problems for their business, and 75% report spending up to half of their recruitment budget on ghosting.
Why do candidates ghost? The answer is not easy. Both practical and emotional elements are intertwined.
Why employees can become ghosts
On a practical level, job seekers often ghost if the position is simply not a good fit. Perhaps the role doesn’t align with your career goals, the company culture doesn’t feel right, or the compensation isn’t what you expected. In such cases, the candidate may decide that it is easier to quietly escape than an unpleasant rejection.
But it’s not just logistics that cause ghosting. Emotional reasons are equally powerful. In fact, 60 percent of job seekers say they feel it’s “fair” to ghost an employer because they’ve been ghosted by a company in the past. After being ghosted, 29 percent of job seekers said they felt relieved and 23 percent felt empowered. But the feelings weren’t all positive, with half of those surveyed admitting to feeling regret after cutting off communication.
This emotional push and pull highlights an opportunity for employers to build stronger connections with potential hires and prevent ghosting from occurring in the first place.
“Anti-ghost” strategy
Interestingly, only 51% of Canadian employers surveyed said they have specific strategies in place to keep candidates engaged throughout the hiring process. This means there is room for improvement, and the Indeed report offers practical solutions for businesses looking to break the ghosting cycle.
Show candidates you’re on their side: One of the easiest ways to prevent ghosting is to provide clear and transparent communication at every stage of the hiring process. Job seekers will appreciate knowing what will happen, including timelines for decisions and next steps. Keep candidates updated if there are internal delays. This small action can make a big difference. Manage your employer brand: Building a strong employer brand gives candidates confidence in your company even before they apply. From social media to career websites, companies must take ownership of their narrative by highlighting their workplace culture, values, and what makes them stand out. Use data to drive prevention: Employers should proactively seek feedback from employees and candidates to understand what’s working and what’s not. . If pay transparency is a common issue that causes candidates to decline, address it upfront. Do your part to break the cycle. Don’t push candidates away. Even if a candidate isn’t the right fit, take the time to let them know and provide constructive feedback.
As ghosting becomes more prevalent, developing strategies to prevent or reduce the occurrence of ghosting is key to helping businesses stay competitive and optimize future hiring budgets.
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