Candidate Ghosting

Candidate ghosting has got to stop.

The amount of candidate ghosting happening right now is unacceptable.
I’m not talking about applications disappearing into the void (although that’s frustrating too).
I’m talking about candidates who have already interviewed… sometimes multiple rounds… and then hear absolutely nothing.

No update.
No rejection.
Just silence.

In a job market that is already incredibly tough on candidates, this kind of experience makes it even worse.
People are investing real time and real emotional energy into these processes.

They’re preparing.
Taking time off work.
Getting their hopes up.

The least we can do as companies and recruiters is close the loop.

And here’s the part that really confuses me: In over 20 years working in recruiting, I’ve never worked with an ATS that didn’t allow you to configure a simple automated rejection email.

Not a long explanation.
Not a detailed critique.
Just a basic message that lets someone know they’re no longer in consideration.

That’s not complicated.
That’s basic respect.

Employer brand isn’t built by career site copy or marketing campaigns.
It’s built in moments like this.

How you treat candidates at the end of the process says a lot about how you operate as an organization.

Closing the loop should not be optional.
It should be the standard.