How do you communicate with candidates who ghost you or don't respond to your follow-ups?

I begin by reviewing reviewing our outreach. I ensure that my initial communication was clear and professional. Sometimes, candidates may not respond if they feel the communication was unclear or unprofessional. it is helpful to consider external factors that might be affecting the candidate's responsiveness, such as personal emergencies, sudden job changes, or unexpected challenges. I often will set a reasonable deadline for their response. Communicating that you appreciate their time and would like to proceed but need confirmation by a specified date.

When candidates ghost or don’t respond to follow-ups, I maintain a professional and empathetic tone in communication. I send a polite, concise message acknowledging their silence and expressing understanding of any possible reasons for non-response. I reaffirm my interest in them, reminding them of the opportunity while leaving the door open for future engagement. After some time, if they remain unresponsive, I close the loop respectfully, letting them know I’ve moved forward in the process but would be happy to reconnect later. This approach keeps the relationship open while respecting their choice.

For some regions we work in, our emails are blocked and we find that Whastapp is a much more effective method of communication. We try to exhaust every method of communication before withdrawing a candidate

When a candidate ghosts after showing initial interest, assess the situation by considering potential reasons such as competing job offers, personal circumstances, or loss of interest. Send a polite follow-up message expressing understanding and offering to keep the door open for future opportunities. Respect their decision while maintaining professionalism and leaving a positive impression.

I know many candidates are currently employed and are unable to respond until a break or after their current work hours. I'll use a cell number for initial contact, then if I haven't heard back within 24 hours, I'll call again, including any other phone numbers provided, as well as send an email. By the second attempt at contacting them, I will inform them that the offer is time sensitive and I will need some type of response by the end of the next business day. Being ghosted for entry level positions is fairly common, so if I have not received a response after a couple of business days, I'll politely let them know that we've had to move forward without them, but they are always welcome to apply again in the future.

If I have to go above and beyond to try and reach you or hear back from you I will take that to mean you're not interested in the role. I will give someone the benefit of the doubt that my first email may end up in spam or you may forget to respond. If I email/call you more than 3 times and never hear back then you aren't interested in the role and I will move on to other candidates.

Let's face it, a promising candidate vanishing mid-interview process can leave you feeling at a loss and it's enough to get you frustrated. However, a proactive approach and giving them a benefit of doubt might turn the tide. In my experience, I do a friendly follow-up email to -Acknowledge the silence (we all get busy!) -Express my genuine interest in their candidacy -Offer a quick call to reconnect, and -Request a reply within a stipulated time Think of it as a gentle nudge to get things back on track. And if they continue to be unresponsive, I inform them of my decision to move forward with other candidates. It's all about maintaining professionalism while leaving a positive impression, even in challenging situations!

This is really important. No doubt as a recruiter or hiring manager, you are feeling frustrated, irritated, angry even - because who likes being ghosted? It’s just rude. However, don’t let yourself be sucked into the feelings. Be polite, be professional, give closure - even if you get no response, at least YOU know you’ve done whatever you need to do. It pays a lot to be able to rest easy on a conscience.

As well as building engagement with candidates, it is also key to ensure your internal processes are set up correctly to ensure candidates understand when and how they will receive communication and follow ups.