Ghosting, as per Urban Dictionary, is the act of suddenly ceasing all communication with someone the subject is dating, but no longer wishes to date. This is done in hopes that the ghostee will just ‘get the hint’ and leave the subject alone, as opposed to the subject simply telling them [they’re] no longer interested[1]. Although originally a dating term, the term ghosting can be applied to any relationship including that between a job candidate and a potential employer. As one source puts it - ghosting is the professional equivalent of standing up someone for a date[2]. In the employment context, this can be done by either applicant or employer ceasing communicating with the other at any point in the hiring process.
Ghosting isn't new to the job market. For instance, when there are more job seekers than open positions, candidates don't always hear back from recruiters. But in this tight labor market, the job hunters have the advantage. Since the start of the pandemic, ghosting seems to have grown in popularity: 28% of employees have ghosted an employer, up from only 18% in 2019. Meanwhile, 76% of employers have been ghosted in the same time frame, and 57% believe it’s even more common than before[3]. Some employers say candidates are cutting off communications early in the hiring process — after an initial phone screen or interview, for instance. But others take it further, with one-quarter of employers reporting new hires “no-showing” on their first day of work. The ghosting phenomenon is mostly affecting lower-paid jobs in service-sector industries that have been hit hard by layoffs in the early stages of the pandemic only to see consumer demand bounce back quickly. For example, ghosting remains widespread in the hospitality and restaurant industries, experts say[4].
When the employer is the ghoster they have been known to blame the job application platforms and sheer volume of applications as a reason they don’t get back to every applicant. The deluge has made it nearly impossible for companies to personally contact each and every applicant. This situation makes job seekers believe companies don't care about them. Since job seekers think corporations are acting rudely, they justify their own ghosting actions[5]. A tight labor market could also mean that talented, desirable candidates may be faced with multiple job offers at once, perhaps giving them some the sense that they can simply choose the job they want and ignore responding to other offers or employers (especially if they feel they were ghosted in the past).
But the practice of ghosting during the hiring process could be detrimental professionally. Travis O’Rourke, President of Hays Canada a recruitment agency, says that even in a tight labour market, ghosting is a risky practice. Almost all employers these days use application tracking systems, he notes. A no-show will likely result in a permanent red flag on a candidate’s file. And standing up a hiring manager also alienates someone who may in the future be in a position of making staffing decisions at a different company, O’Rourke warns[6]. You never know who you will end up working with in the future, who you’ll be sharing a panel with at your next conference, or who will be sitting across from you at the interview table. If it’s someone you’ve “ghosted,” you’re in for a rocky, awkward conversation. On the other side of the equation, recruiters, talent acquisition and managers should at least try to show a little empathy and compassion. About 80 million Americans have filed for unemployment benefits during the almost year-long pandemic. People are stressed and scared about their futures. It will also help improve a company’s brand and reputation, as people will recognize that the company actually cares.
For any ghoster, remember that focusing on attentiveness and improved communications throughout every stage of the process is key to ensuring the other party feels informed; research has shown that many people ghost when they don’t feel their needs are being met and don’t know what else to do. Secondarily, simply being transparent, empathetic and authentic can go a long way in building more comfort and trust into your professional relationship.
[1] https://www.urbandictionary.com/define.php?term=Ghosting [2] https://www.biospace.com/article/how-ghosting-can-single-handedly-ruin-your-professional-reputation-/ [3] https://www.indeed.com/leadershiphub/impact-of-covid-19-on-job-seeker-employer-ghosting [4] https://globalnews.ca/news/8340834/job-interview-ghosting-work-covid/ [5] https://www.forbes.com/sites/jackkelly/2021/02/17/a-new-study-by-indeed-confirms-that-ghosting-during-the-hiring-process-has-hit-crisis-levels/?sh=3fab95c599c4 [6] https://globalnews.ca/news/8340834/job-interview-ghosting-work-covid/