In recent years, ghosting has become a real headache for both HR teams and candidates. How can hiring processes rebuild better communication?
Over the course of her career in HR, Sarah Roy has seen it happen more than once: candidates who match a role's requirements and then, at some point in the hiring process, simply stop responding.
"Suddenly, we can't reach them anymore. No response, even after several follow-ups," says this talent acquisition specialist at SIGMA-HR.
"Ghosting" isn't unique to dating apps — it happens in HR too, and not only on the candidate's side. It refers to the sudden, unexplained end of communication during a hiring process, whether by the applicant or the employer. It can look like radio silence that drags on after an interview, or even someone who, with no explanation, doesn't show up for their first day of work.
Ghosting in Recruitment: An Increasingly Common Phenomenon
Going silent during a hiring process is far from a marginal phenomenon. According to an Indeed survey reported by CNBC, 78% of job seekers admit to having ghosted a prospective employer, and 40% report having been ghosted by an employer after a second- or third-round interview — up from previous years. Other findings confirm the trend:
- 33% say they did it because the role wasn't the right fit for them.
- 34% report never having received a response after submitting an application.
- 60% justify ghosting on the grounds that recruiters do it too.
The Causes of Ghosting in Recruitment
Several factors help explain this phenomenon:
The socioeconomic context.
Candidate ghosting appears to have grown after the COVID-19 pandemic, at a time when the job market favoured job seekers. With plenty of options available, some applicants got into the habit of not letting recruiters know they'd accepted another position.
Automation in recruitment processes.
New technologies make recruitment easier, but they also generate a much larger volume of applications. According to Gartner's CHRO Guide on future of work trends for 2026, recruiters are facing a marked rise in fraud during the hiring process, ranging from fabricated skills to deepfakes — a trend expected to keep growing toward 2030. Sarah Roy can attest to this: "For some roles, we get so many applications that, sometimes, have no relevance at all." In that context, some HR specialists may be tempted to cut corners and not respond to every applicant.
The psychological angle.
As with any human relationship, the fear of having to justify a rejection or manage a negative reaction can push some candidates or recruiters to simply disappear. Sarah Roy is clear on this: "Everyone deserves a response, even when their application isn't successful."
Read more: How AI Is Revolutionizing Recruitment: A Complete Guide
The Impact of Ghosting in Recruitment
Ghosting is a vicious cycle: applicants feel treated like numbers and let recruiters know it, while recruiters — overwhelmed by a volume of applications that's sometimes fraudulent — neglect their own communications. The consequences hurt both sides:
Lost time and money.
Candidate ghosting is a real headache for HR teams. "Generally, if we don't hear back within three or four days, that's a bad sign," notes Sarah Roy. The situation gets especially tricky when an offer has gone out to someone who's slow to accept. Until there's a firm answer, other candidates can't be approached — and the longer that drags on, the lower the odds of landing top talent. According to Indeed, 75% of employers estimate that candidate ghosting costs them up to half their recruitment budget.
Reputational damage.
Sarah Roy points out that the job market is a "small world": recruiters may think twice before hiring a candidate who's ghosted them in the past. "If a role isn't a fit — because of salary or any other reason — it's better to just say so," insists the talent acquisition specialist. The reverse is just as true, she adds: poor communication from HR hurts employer brand.
Read more: Strategies and Key Metrics to Measure Your Employer Brand
Automate your candidate follow-ups
Talk to our specialistsA Law to Curb Ghosting in Recruitment
Ontario is the first Canadian province to pass legislation specifically addressing candidate ghosting. According to The Burke Group, the law took effect on January 1, 2026, and requires all Ontario businesses with 25 or more employees to notify interviewed candidates whether they were selected for a role. Employers who fail to respond within 45 days risk fines of up to $100,000.
How Can HR Teams Prevent Ghosting in Recruitment?
HR teams need to lead by example by avoiding ghosting themselves. According to Sarah Roy, they can also prevent it by improving the candidate experience. "People who enjoy the hiring process are less likely to ghost — whereas if a recruiter shows up late to the interview or takes three weeks to follow up, candidates may feel less inclined to make the effort," she explains.
Here are five strategies to prevent ghosting:
Keep candidates informed.
For every resumé you receive, send an acknowledgment and keep communication going at every stage of the hiring process. If you're receiving a high volume of applications, SIGMA-HR's recruitment module can help with an initial skills-based screening. "It also lets you send a message to candidates who weren't selected and follow up with those still in the running," notes Sarah Roy.
Send personalized messages.
According to the talent acquisition specialist, once you've met a candidate, personalized messages should be the default. "If, unfortunately, their application isn't successful for whatever reason, you owe them an explanation rather than leaving them in the dark."
Streamline the hiring process.
The longer a hiring process runs, the higher the risk of ghosting. Limit the number of interviews and qualification tests, especially for in-demand roles. Ask candidates whether they're involved in other hiring processes and, above all, ask them to let you know if they receive another offer.
Be honest.
To build trust, keep candidates informed about the steps ahead. Has something caused a delay? Be transparent and explain why.
Strengthen your employer brand.
Your company's reputation is worth protecting. According to Indeed, 14% of candidates didn't show up for their first day of work because of negative reviews from former employees.
"Whether it's candidates or recruiters, ghosting comes down to a lack of consideration," concludes Sarah Roy. HR specialists need to break this vicious cycle by communicating thoughtfully and with care. Technology lets them work more efficiently and keep a high number of applicants informed. It's worth using for acknowledgments and follow-ups alike. In some cases, a personalized message is what's called for. In no case is silence an option.
To go further:
FAQ
What is ghosting in recruitment?
It's the sudden, unexplained end of all communication during a hiring process — by either the candidate or the recruiter — whether after an application, an interview, or even before day one.
Why is ghosting on the rise?
Several factors contribute: a job market that long favoured candidates, a high volume of applications (some fraudulent) that pushes some recruiters to neglect follow-ups, and reluctance to handle a negative reaction after a rejection.
Is there a law against ghosting in Canada?
Yes. As of January 1, 2026, Ontario requires employers with 25 or more employees to notify interviewed candidates of their status within 45 days, with fines of up to $100,000 for non-compliance.
How can HR software help reduce ghosting?
A recruitment module can automate acknowledgments, support skills-based initial screening, and send personalized follow-ups at every stage — reducing the risk that candidates are left without a response.
What does ghosting actually cost employers?
According to Indeed, most employers estimate that candidate ghosting costs them up to half their recruitment budget, on top of the time lost waiting for a response before being able to approach other candidates.