What is ghosting?

LinkedIn defines ghosting as what happens when the applicant reaches the job offer stage of the hiring process [and] causes the hiring team to feel anxious, hurt, and disappointed.  It continues that it can also impact your future job search because recruiters might tell other hiring teams that you ghosted them.  

In my experience, I’ve noticed that the world of Human Resources has been such a very small world, so you never know who knows who.  It is not the best practice to give information beyond the basics.  Unfortunately, it does happen.

The basic information that human resources professionals should share with others outside of their organization about employees and candidates are:

1. The employee’s name 
2. The employee’s job title 
3. The time period they were employed
4. If the employee is re-hireable. 

In the US, if the employee/candidate signs a release, then the company can disclose salary information.

Honestly, that list is fairly new.  I started noticing these limits become more common about 5 years ago.  Prior to that, it was nearly uncontrollable.  It was not uncommon that someone would pick up the phone and call directly to the previous company for every detail that was being offered.  

Now, things have changed.  Crazy thing is that I get so confused why candidates do not “dig for the details” the same way a potential employer does.  In current times, there seem to be more limits on the company that is doing the hiring, than there are limits on a job seeker. 

Why ghosting happens

Many times, a candidate ghosts the company because they notice red flags, like:

• a delayed interviewing process
• they start being interviewed for a position that they did not apply for
• lack of communication from the company
• signs of a bad culture. 

A company may ghost candidates because 

• they do not have a proper system (aka Applicant Tracking System or ATS) to handle the high volume of applications they receive
• they do not have enough staff to manage the communications
• they have temporarily lost the budget to add headcount (aka money to hire)
• they simply have a recruiter that was not informed that follow-ups with candidates is a requirement.

When ghosting happens

Though LinkedIn’s definition addresses a candidate ghosting a company after a job offer, in my lengthy HR career, I’ve noticed that ghosting happens in several ways.  Some ways that a candidate ghosts a company is

• During the interview process
• During the job offer stage
• After the job offer

Many applicants wonder why they don’t get regular updates from companies, but yall, it’s because there are soooo many factors that can take the interviewing process in a different direction.  As a recruiter, you don’t want to decline or reject all candidates until you know for sure that the position is truly filled. 

Consequences for the interviewER and interviewEE

Just as I explained when being interviewed by LinkedIn on ghosting, interviewers can really leave a bad name for themselves.  Either a recruiter at the company you’ve ghosted can know the recruiter or hiring manager at the company you’re now interviewing for or don’t be surprised if you meet the same recruiter from that last opportunity, being the recruiter at your potential new opportunity. 

On another note, companies need to know that selecting the right candidate is a two-way street.  The candidate is making a choice as well, and they don’t HAVE to choose your opportunity.  So, show them respect and give them an update – even if you can only give an “update no update”.  Something is better than nothing. 

Let me say this…

For both the interviewER and the interviewEE, communication is key!  

For candidates, it would surprise you how many times those in the interview process have not been trained on how to conduct interviews or how to streamline the interview process.  Let them know when you are confused or are experiencing hesitancy.  A recruiter like myself, will value that and do just as they should by being an advocate for you. 

For companies, candidates are becoming more and more self-aware, which means the intrinsic parts of finding their fit is more important than the tangible aspects that you’ve taken into consideration.  

Ok, in simple terms, just because you’re a big-name company with a high salary, candidates are looking beyond that to a place they truly want to join because it values them as individual contributors, inclusivity, and transparency.

Comment below and tell me about your experience, regardless if your an interviewER or and interviewEE.

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