Deep Reflection Series 2.13 – The Rise of Ghosting in Hiring

The Silent Epidemic in Modern Recruitment

????Imagine this: you’ve just crushed two rounds of interviews. The hiring manager seemed impressed, the conversation flowed, and, for the first time in months, you feel a spark of hope. You leave the meeting with a vague but positive “We’ll be in touch soon.” Days pass. Then weeks. Silence. Despite your polite follow-ups, there’s no response. That spark of hope slowly dims, replaced by a familiar shadow of doubt and frustration. You’ve been ghosted, and you’re far from alone.

In fact, a recent Indeed survey reveals a startling truth. Seventy-seven percent of job seekers have experienced this very scenario in the past year. Even more troubling, one in ten candidates report being ghosted after receiving a verbal job offer. It is a silent epidemic reshaping the landscape of modern hiring, leaving emotional bruises that can take months to heal.

The Invisible Bruises of Ghosting

Sarah dedicated weeks preparing for a full-day presentation at a leading tech company, believing she was on the brink of something significant. Then, silence. No rejection, no feedback, just an unanswered void. “The worst part wasn’t the rejection,” she confesses, “it was the not knowing. Did I say something wrong? Was I not good enough? Or did they just forget about me?”

This limbo, this professional purgatory, has become disturbingly common across continents. International workplace studies show that 71 percent of candidates report increased anxiety from hiring ghosting, while 45 percent experience a significant hit to their self-worth. These are not just statistics. They are stories of human dignity being quietly eroded by silence.

The Psychology of the Void

When you are invested in an opportunity, being ghosted feels worse than an outright “no.” There is no closure, no way to process or move on. Instead, you are left in an ambiguous space where hope and doubt wage a constant battle. For some, it is not just one ghosting experience but a series of them, each silence adding another layer to the weight they carry.

The lack of feedback also robs candidates of valuable learning opportunities. Every unanswered application or interview becomes a dead end rather than a stepping stone. In a time when 84 percent of candidates never receive confirmation that their application was even reviewed, we are witnessing a crisis of communication that goes beyond mere inconvenience. It is a systematic devaluation of human dignity in the hiring process.

The Human Cost Behind the Numbers

Let me share another story that landed in my inbox recently. Gregory, a senior developer with fifteen years of experience, had gone through seven interviews with a company. He met the entire team, discussed projects in detail, and even started sketching out solutions to their technical challenges. Then, silence. Two weeks of unanswered emails. Three weeks. A month.

“I turned down two other opportunities because this seemed like the perfect fit,” he wrote. “Now I’m back at square one, but with less confidence and more cynicism.” His experience reflects a broader pattern. According to LinkedIn’s Talent Solutions, 52 percent of candidates now actively warn others about companies that ghost, creating a ripple effect of distrust that is changing how we view potential employers.

A Tale of Two Approaches

Some companies recognize that candidates are not disposable assets but human beings deserving of respect. Take Buffer, for example. Their approach to hiring stands as a beacon of what is possible when organizations prioritize human dignity in their processes. Every candidate receives updates every five days. No one waits more than 48 hours for a response to their questions. Every interviewed candidate gets detailed feedback, regardless of outcome.

The result is a 94 percent positive candidate experience rating and a robust network of advocates who actively refer others to their openings. Treating candidates with respect is not just ethically right. It is good business.

Breaking the Cycle of Silence

So how do we move forward? How do we transform this culture of silence into one of meaningful communication? The answer lies in both systematic change and individual action.

For employers, it starts with recognizing that every unanswered email carries a human cost. Companies like IBM have shown that implementing simple communication frameworks, like their “7-2-1” rule, can reduce candidate complaints by 65 percent while building a stronger employer brand. Under this system, applicants receive a response within seven days, interviewees hear back within two days, and final decisions are communicated within a week.

For candidates, it means adapting without accepting. Yes, create your follow-up strategies and document your interactions, but also share your experiences. Join the growing movement of professionals who are speaking up about ghosting on platforms like LinkedIn and Glassdoor. When 84 percent of candidates share their negative hiring experiences with their network, it creates pressure for change.

The Power of Community Response

Something powerful is happening in response to this culture of silence. Communities of professionals are coming together, sharing their stories, and demanding better. The Hiring Transparency Pledge, created by industry leaders and gaining traction among Fortune 1000 companies, represents a collective push toward more humane hiring practices.

Perhaps more importantly, candidates are refusing to internalize the silence. Instead of asking “What did I do wrong?” they are asking “Why is this acceptable?” It is a subtle but crucial shift that places the responsibility where it belongs. The fault is in broken systems, not broken spirits.

Looking Ahead

As we continue to navigate this evolution in hiring practices, remember this. Ghosting says more about the company’s culture than your worth as a candidate. When Buffer shows that maintaining 94 percent candidate satisfaction is possible, or when IBM demonstrates that systematic communication can transform the hiring experience, they prove that ghosting is not an inevitable part of modern hiring. It is a choice companies make.

The next chapter will examine “Credentialism and the Talent Overlooked,” exploring how overvaluing educational qualifications often blinds employers to the potential right in front of them. But for now, let’s remember that every time we speak up about ghosting, every time we share our stories and support each other, we push back against a culture that too often forgets the human element in human resources.

?? What’s Next?

? How has the uncertainty of job searching affected your mental well-being?

? What strategies have you developed to stay resilient during long waiting periods?

? Have hiring delays or ghosting ever led you to question your worth?

Share Your Story:

? Have you experienced hiring ghosting? How did it impact your professional journey?

? What strategies have helped you maintain confidence in the face of silence?

? Have you encountered companies that handle communication exceptionally well?

New to the series? Explore our previous chapter on The Weight of Uncertainty (2.12) to understand the emotional toll of prolonged hiring processes and the psychological burden of job searching.

?? Follow me on LinkedIn for more insights and hit the notifications bell ?? to stay updated. Together, we are exposing the human cost of broken hiring practices while building resilience and demanding change.

To be continued…

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