With Halloween approaching, it seems an apt time to discuss the taboo topic of ‘ghosting’ in recruitment. It’s something we deeply dislike at Leonid, but at the same time, it is important to understand why some people might do it.
What is ghosting?
Ghosting has become a pervasive issue in both personal and professional spheres – and sadly, it is not uncommon for this to happen in recruitment.
It refers to the practice of abruptly cutting off communication without explanation, and in the hiring process, this can occur at any stage—from the candidate disappearing after an interview to employers or recruiters ceasing contact after an interview. While frustrating for all parties involved, there are underlying psychological and behavioural reasons why people ghost in recruitment.
In recruitment, ghosting occurs when either the candidate or the employer abruptly stops responding during the hiring process. Some common scenarios include:
- Candidates not replying after receiving an offer.
- Job seekers cutting off communication after being contacted for an interview.
- Hiring managers failing to provide feedback after multiple interviews.
- Recruiters suddenly dropping off without notifying candidates of their application status.
Ghosting can be disheartening for those on the receiving end, leaving them confused, frustrated and uncertain about next steps. But understanding the behavioural mechanisms that drive ghosting can shed light on this growing phenomenon.
The Psychological and Behavioural Drivers
1. Avoidance of Discomfort (Cognitive Dissonance)
One of the main drivers of ghosting is the avoidance of uncomfortable situations, a concept rooted in cognitive dissonance theory. Cognitive dissonance occurs when a person holds two conflicting thoughts or beliefs, which creates mental discomfort. To resolve this discomfort, people often choose to avoid the situation altogether.
For example:
- Candidates who have been offered a job but decided to pursue another opportunity may find it uncomfortable to turn down the offer, especially after building rapport with the hiring manager. Instead of facing the discomfort of rejecting the offer directly, they may opt to ignore it altogether.
- Similarly, employers who have decided not to move forward with a candidate after multiple rounds of interviews may feel uncomfortable giving bad news, particularly if they previously indicated that the candidate was a strong contender. The emotional discomfort of potentially disappointing someone can drive them to avoid communication altogether.
2. Perceived Power Dynamics
In many cases, ghosting can also be explained by perceived power dynamics. People often ghost when they feel they have the upper hand in a relationship or interaction. In the context of recruitment, this can manifest in different ways:
- Candidates in high-demand fields - such as technology or data science - may feel empowered by having multiple job offers on the table. Knowing that they are in high demand, they may feel less inclined to invest time in responding to every recruiter or potential employer.
- Employers may also ghost when they have many qualified candidates to choose from. With an excess of applicants, they might deprioritise giving feedback to candidates who are no longer in the running.
These power dynamics can contribute to a lack of empathy or courtesy in communication, as one party may feel that the other is easily replaceable.
3. Decision Fatigue
Another behavioural factor driving ghosting is decision fatigue, a psychological phenomenon where people become mentally drained after making too many decisions. This fatigue can lead to avoidance and procrastination, which often results in ghosting.
- Candidates, especially those who are actively applying for multiple jobs, may feel overwhelmed by the number of decisions they have to make—choosing between offers, scheduling interviews, following up with recruiters. The result is that they may mentally check out, leading them to ghost recruiters as a way to avoid making more decisions.
- Similarly, hiring managers faced with a large pool of applicants, multiple interviews and internal decision-making may experience decision fatigue. When the workload becomes overwhelming, it’s easier to ignore pending communication than to draft rejection letters or inform candidates of their status.
4. Fear of Conflict
For many people, ghosting stems from a fear of conflict or confrontation. In the context of recruitment, rejecting someone—whether it's a candidate turning down a job offer or an employer telling an applicant they didn’t get the position—can feel uncomfortable because it involves direct conflict.
- Candidates may fear that rejecting an offer could lead to a pressured conversation where they’re asked to justify their decision or be convinced otherwise. Rather than engage in an uncomfortable dialogue, they may choose to disappear.
- Employers might avoid delivering bad news because they fear backlash from a disappointed candidate. There may be concerns about how the rejection will be received, and some hiring managers may worry about tarnishing the company's reputation in candidate review platforms, leading them to choose silence over honesty.
5. Low Emotional Investment
Ghosting also happens when one party has a low emotional investment in the interaction. When people don’t feel emotionally or professionally invested in a situation, they’re less likely to feel obligated to continue communication.
- Candidates who apply to dozens of jobs may have a low investment in each individual opportunity, particularly if they’re passively job hunting or applying through automated job portals. This can lead to ghosting if they are not genuinely interested in the role but simply applied to multiple jobs, to cover all bases.
- Contingent Recruiters working with high-volume applications may also have a low investment in individual candidates. When dealing with dozens or hundreds of applicants, it’s easy to deprioritise those who don’t make the final cut, leading to a lack of follow-up. This is one very good reason why working with a retained search model is so much better for everyone involved in the process: no-one is forgotten about.
6. The influence of technology
The rise of digital communication and the increased use of automated hiring systems have contributed to the ghosting phenomenon. The absence of face-to-face interaction or personal connection makes it easier for people to disappear without feeling the weight of their actions.
- Automated application systems and online job portals can create a sense of detachment, both for candidates and employers. With recruitment becoming more transactional through technology, the personal obligation to communicate diminishes.
- Additionally, social media and digital communication have normalised ghosting to some extent. In the same way that people ghost on dating apps or in personal relationships, the lack of direct confrontation in digital interactions can lead to similar behaviour in the professional world.
How to Combat Ghosting in Recruitment
While ghosting can’t always be prevented, there are strategies that both employers and candidates can use to reduce its occurrence:
- For employers and recruiters:
- Set clear expectations for communication from the outset of the recruitment process.
- Provide regular updates to candidates, even if they are no longer in consideration.
- Create a culture of transparency and feedback, encouraging candidates to communicate their decisions openly.
- For Candidates:
- Be upfront about your interest level in the role, especially if you’re considering other offers.
- Provide a courteous reply if you decide to pursue other opportunities.
- Respect the time and effort of recruiters by maintaining open communication, even if it’s to decline an offer.
Conclusion
Ghosting in recruitment is undoubtedly frustrating, but understanding the psychological drivers behind it can provide insight into why it happens. By recognising these behavioural tendencies and actively working to improve communication, both parties in the recruitment process can create a more respectful and transparent hiring experience.
At Leonid, it’s a given that we always communicate with our candidates – even if it’s leading to an uncomfortable conversation. The only 'ghosting' that might happen here is strictly reserved for after-hours on 31st October!