What You Should Do When a Job Candidate Ghosts You

What You Should Do When a Job Candidate Ghosts You

When a job candidate ghosts you, it can be an incredibly frustrating experience. As a hiring manager or recruiter, you’ve done your due diligence, poured resources into the recruitment process, and put in the energy to find the right fit for the role. When a candidate disappears halfway through the process, all that hard work can seem wasted.

However, there are ways to respond and stay on top of it when candidates go missing in action during recruitment. Here are ten tips for what to do when a job candidate ghosts you:

1. Try calling them first

Calling is often more effective than leaving messages or emails, as you can get an immediate response from them if they answer. However, don’t badger them or be too pushy; politely explain the circumstances and ask for an update.

2. Ask for referrals

One of the best ways to fill a vacancy is through word-of-mouth referrals from trusted contacts or existing staff members, so don’t hesitate to reach out and ask for help if you’re stuck.

3. Have them sign a document acknowledging your communication efforts

Before commencing any recruitment process, have applicants sign a document acknowledging they understand you will be in touch throughout the process and agree to do their best to stay in contact with you in return. This will give you some recourse should they go missing during the hiring process.

4. Take into account potential personal issues

When someone ghosts you during the recruitment process, it’s essential to consider any potential personal problems they may be dealing with. While this doesn’t excuse their behavior, it can help put things into perspective and allow you to respond in an understanding and professional way.

5. Be persistent but respectful

It’s important to stay steady and follow up on candidates even if they have gone quiet; however, remember always to be respectful. Sending angry emails or making phone calls will not benefit your recruitment efforts and could potentially scare off other applicants.

6. Follow up with other contacts

If you’ve asked for referrals from contacts, follow up with them. There may be something you’re unaware of going on, and it’s important to reassure your contacts that you’re still interested in the position.

7. Reach out through social media

Social media can be a great way to stay connected with candidates and follow up on unanswered messages or emails. However, do this respectfully; don’t post anything publicly or send overly aggressive messages, as this could harm your reputation.

8. Notify other applicants of their status

If someone ghosts you during the recruitment process, it’s essential to notify other applicants so they know where they stand in the process. This will help ensure no one else ends up in the same position and that you fully understand who is still interested in the role.

9. Consider using an automated system

Automated systems can help streamline recruitment processes, including follow-ups when someone ghosts you. This technology can benefit larger organizations or those with high volumes of applicants to manage.

10. Don’t take it personally

Sometimes, candidates may ghost you for reasons entirely out of your control— and it’s essential not to take it personally. It’s part of the job and something every hiring manager faces at some point. Remember: stay professional in all communications and do your best to remain understanding and flexible.

By following these tips, you should easily manage any candidates ghosting you during the recruitment process and maintain a successful recruitment strategy. Good luck!


Contact the recruiters at ProSource Staffing to see how we can help you!