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1/ What Is Ghosting in Recruitment?
Ghosting refers to the act of suddenly ceasing communication without explanation during the recruitment process. This can happen at various stages: candidates not responding to interview invitations, skipping scheduled meetings, or even disappearing after accepting a job offer.
Ghosting was once more common on the employer side (ignoring candidates post-interview), but the tables have turned. Today, employers increasingly face applicants disappearing — especially younger candidates like Gen Z (born 1997–2012) and early Gen Y (born 1990–1996).
Post-COVID, interview no-show rates have risen significantly among candidates under 30.
2/ Why Are Gen Z and Early Gen Y More Likely to Ghost?
Older generations (like Gen X or late Gen Y) tend to respect hiring protocols and strive to maintain communication. In contrast, younger job seekers today exhibit markedly different behaviors and attitudes. Ghosting is no longer an isolated issue — it reflects generational shifts in career mindset and communication skills. Here are three key reasons why Gen Z and early Gen Y are more prone to ghosting than their predecessors:
2.1 A "Consumer Mindset" Toward Careers
Growing up in the digital age, Gen Z and early Gen Y have been conditioned to expect personalized experiences in everything — from shopping to education. This mindset extends to their careers: jobs are seen as temporary and flexible options, not lifelong commitments.
With platforms like LinkedIn, TopCV, or online career communities, candidates can access dozens of job offers in days. This abundance makes it easy to drop out of a process if a position no longer appeals to them — without feeling obligated to explain.
"This generation is driven by the belief that they have the right to choose — if they feel disrespected, they’ll simply opt out,” shared an HR expert from HR Insider.
In other words, ghosting is often not an intentional act of disrespect — it’s a side effect of prioritizing personal comfort over formal obligations.
2.2 Avoidance of Conflict and Negative Feedback
Many young candidates struggle with direct communication, especially when it involves rejecting an offer. They're afraid of being seen as disrespectful, of disappointing someone, or simply don’t know how to word a polite refusal. As a result, they choose the "safe” option — silence.
This behavior is rooted in conflict-avoidant tendencies, common among young professionals with limited real-world experience. Traditional education often neglects to teach how to decline offers or provide constructive feedback gracefully, so many prefer to ghost rather than face an uncomfortable interaction.
A 2023 Gallup survey found that 62% of Gen Z candidates feel stressed about turning down job offers.
The "avoidance of direct rejection" mindset leads many candidates to choose ghosting as a form of avoidance.
2.3 Lack of Professional Communication Skills
One of the top reasons for the rise in ghosting is the lack of professional soft skills, especially communication. While schools focus heavily on technical knowledge, they often overlook training in basics like replying to emails, keeping commitments, and respecting hiring etiquette.
Many young applicants are unaware of the long-term consequences of ghosting, such as being blacklisted by recruiters or damaging their professional reputation. Without proper guidance, they may assume ghosting is normal — especially if they’ve previously been ghosted by employers themselves.
"If no one teaches them the right way, they’ll think going silent is fine — because recruiters have done it to them too,” said an anonymous Gen Z candidate in a career forum.
3/ The Impact of Ghosting on Employers
Ghosting has serious implications:
- Wasted time and resources: Hours spent interviewing, reviewing applications, and drafting offers — all for nothing.
- Disrupted operations: Especially for urgent or business-critical roles.
- Erodes recruiter morale: HR teams may lose confidence in younger applicants.
Ghosting doesn't just disrupt recruitment pipelines — it can harm the employer brand experience too.
Ghosting doesn't just disrupt recruitment pipelines — it can harm the employer brand experience too.
4/ How Should Companies Respond?
Ghosting drains time, recruitment budgets, and staff morale. To reduce its occurrence, companies need to adapt their hiring mindset and improve candidate experiences in ways that align with the expectations of younger talent.
- Build a Professional and Respectful Candidate Journey: Ensure clarity, transparency, and fairness in every stage — from interview scheduling to final feedback. When treated with respect, candidates are more likely to reciprocate.
- Use Friendly, Open Communication: Adopt a casual yet respectful tone to put Gen Z at ease. Avoid overly formal or intimidating language. They value open environments where dialogue feels two-way, not interrogative.
- Train Recruiters on Gen Z Psychology: You can’t use old-school methods with a new generation. HR teams should understand Gen Z's values, motivations, and pain points to build more empathetic and tailored engagement strategies.
- Implement Follow-Up Systems and Tools: Use CRM software, automated emails, or SMS reminders to maintain connection and reduce drop-off. Clear tracking helps you spot warning signs early.
Ghosting is no longer a fringe phenomenon — it's a real challenge for modern HR. By rethinking recruitment strategies, improving communication, and understanding the mindset of younger generations, businesses can turn the ghosting challenge into an opportunity to refine and humanize the hiring experience.
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