Let’s talk about something that’s happening behind closed doors, inboxes, and ATS systems across industries — and yet, few employers are willing to admit it:
Candidates are being ghosted.
Not after applying.
Not after a screening call.
But after two, three, even four rounds of interviews.
Some are ghosted after final interviews. Some are ghosted after being told they’re “the top contender.”
And it’s not a rare exception. It’s becoming standard.
“We’ll Be in Touch.”
That sentence, delivered with a smile and a handshake, used to mean something.
Now, it often means nothing.
Candidates wait days. Then weeks.
They check their inbox obsessively. Refresh their LinkedIn messages.
Eventually, reality sets in — they’ve been ghosted.
No feedback. No update. No thank you. Just… nothing.
This isn’t a minor oversight. It’s a glaring failure of professionalism and human decency in the hiring process.
Let’s Name It: Ghosting Is Disrespectful
We’ve been so conditioned to accept it that many job seekers blame themselves when it happens.
“Maybe I wasn’t memorable.”
“Maybe I misread their tone.”
“Maybe they found someone better.”
“Maybe I’ll still hear back…”
But here’s the thing: none of that justifies silence.
No one is entitled to a job.
But everyone who invests their time, energy, and hope is entitled to communication.
You wouldn’t leave a customer waiting in your lobby indefinitely.
So why is it acceptable to leave candidates hanging after three rounds of interviews?
It’s Not Just Inconvenient — It’s Emotionally Costly
Ghosting isn’t just a bad experience. It’s a deeply damaging one.
- It chips away at confidence and self-worth.
- It contributes to burnout and mental health struggles.
- It keeps people from moving forward — emotionally and professionally.
- It causes job seekers to question their value, effort, and even identity.
For early-career professionals and career switchers, it’s especially painful. Many of them invest hours in unpaid work tasks, case studies, and presentations — only to be met with complete silence.
Let that sink in.
Why Is Ghosting So Rampant?
Let’s address the usual excuses:
- “We’re still deciding.” – That’s fine. Say that.
- “We don’t want to hurt their feelings.” – Silence hurts more.
- “There are too many applicants.” – We’re not talking about mass applications. We’re talking about people who made it deep into your process.
- “We don’t have time.” – Then don’t run a lengthy hiring process you’re not equipped to follow through on.
Let’s call this what it is: a leadership failure.
It’s not a scheduling problem. It’s a cultural one.
Respect Shouldn’t Be Optional in Hiring
Respect means closing the loop, even if it’s uncomfortable. Even if you have bad news. Even if you’re still figuring things out.
A simple, honest message goes a long way:
“Thank you for your time. We’ve decided to move in a different direction, but we appreciate the effort and energy you brought to the process.”
That takes two minutes, tops.
And yet, companies are outsourcing human decency to silence.
“But Candidates Ghost Too!”
Yes — and it’s unprofessional when they do it. But let’s not pretend this is the same.
Power dynamics matter.
Employers have control over timelines, paychecks, and reputations. Candidates don’t.
When an employer ghosts, it’s a breach of responsibility.
When a candidate ghosts, it’s often a reaction to being burned too many times by a broken system.
This isn’t a whataboutism. It’s a wake-up call.
What Needs to Change — Today
If you’re involved in hiring, here’s what you can do right now:
✅ Create a communication protocol for every stage of your process
✅ Use templates or automation to send rejections — yes, even basic ones
✅ Give candidates timelines and stick to them
✅ If something changes internally, communicate that
✅ Don’t ghost people after interviews. Ever.
It’s not just about manners.
It’s about building trust, showing leadership, and treating humans like humans.
The Bottom Line
Ghosting is not just a bad look — it’s a reputational risk, a morale killer, and a serious cultural red flag.
If your company prides itself on values like transparency, respect, integrity, or empathy — ghosting contradicts every one of them.
It’s time to stop normalizing it.
It’s time to demand better.
Because the future of work must be more humane than this.