Recent studies show that ghosting amongst employers and potential employees during the hiring process is on the rise, but when did this become acceptable? Why are we finding ourselves stuck in a ghosting dilemma?
The term ghosting originally started in the dating world, after the increase in people turning to online dating. The term “Ghosting” means an unexpected end to all contact. However, it appears this social phenomenon is now being adopted in the professional world with both employers and potential employees putting this into practice during the recruitment process.
A survey carried out by Indeed found that 28% of US workers confirmed that they had ghosted an employer, and this was happening at all stages of the recruitment process from no communication after the initial phone screening stage, to a quarter of those surveyed confirming they had “no-showed” on their first day. Furthermore, recruitment businesses have noticed an increase in candidates undertaking interviews for them, and then either going quiet indefinitely or taking weeks to provide feedback. This ghosting phenomenon is not one sided though. A study of 1,500 global workers found that 75% of job seekers had been ghosted by the company after the interview. This shows that ghosting is definitely a problem on both sides.
Many argue that ghosting has increased due to a change in the job market and the implementation of virtual recruitment and the increased use of Zoom and MS Teams during the recruitment process. The lack of in-person interviews means less accountability and commitment, as there is a reduction in emotional investment that would otherwise exist if candidates were to travel to a potential employer’s office for an in-person interview. With the loss of face-to-face interviews, the human element is eliminated, and it is far easier to silently remove yourself from a process that feels transactional and lacking in human connection. Furthermore, with the market constantly changing, depending on whether it is employers or employees in the driving seat, many put forward the point that ghosting is due to a lack of resource available to respond to everyone. When did we become a workforce that is too busy to provide a courteous rejection or simply provide a “no longer interested” update to someone that has taken the time to either go through the interview process or conduct the interview?
To solve the ghosting problem, we need to change people’s attitudes. If someone takes time out of their day to interview, whether that be in person or virtually, it is essential that feedback is provided. They deserve feedback! Virtual interviews are likely here to stay, so it is essential we nip this problem in the bud sooner rather than later. Ghosting only ever leaves a negative impression, surely this downside trumps everything?!
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