The Growing Trend of Ghosting in Job Applications and Interviews

In recent years, many job seekers and employers alike have observed a frustrating phenomenon: ghosting in the hiring process. Whether it's candidates disappearing after interviews, or companies failing to respond to applications (or even after interviews), both sides are increasingly being left in limbo. Below is a look at how widespread ghosting has become, why it’s increasing, and what improvements could help reduce its occurrence.

How Common is Ghosting?

The data suggests that ghosting is no longer an occasional annoyance—it’s becoming a norm in many hiring markets.

• According to Greenhouse’s 2024 State of Job Hunting Report, 61% of job seekers said they have been ghosted after a job interview — a nine percentage-point rise since April 2024. 

• Historically underrepresented candidates report even higher rates (66%) compared to white candidates (59%) of being ghosted after interviews. 

• From the HR / employer side: 41% of organisations report seeing candidates “ghosting” during the interview process. SHRM

• In one dataset of over 4.4 million job applications via Jobright in 2025, 67% of job applications were ghosted by employers — meaning no response or follow-up at all. 

• Another study estimated that about 75% of applicants never hear back after applying for a job. The Interview Guys

So the picture is quite clear: ghosting is widespread—both candidates being ghosted by employers, and some degree of candidates ghosting employers or withdrawing without notification.

Why Is Ghosting Increasing?

There are various causes, often overlapping. Some relate to systemic pressures; others to changing expectations and technologies.

1. Volume of Applications & Recruiter Overload
With online job boards, AI-assisted applications, and easier application tools, recruiters are often flooded with resumes. This increases their workload and makes it harder to respond to everyone. Greenhouse reports that recruiter workload increased by ~26% in a recent quarter.

2. “Ghost Jobs” & Listings Without Real Intent
Some job postings may be placeholders, used to gather talent pipelines, test candidate volume, or simply maintain a public impression of hiring activity. For example, one academic study estimated that up to 21% of job ads could be “ghost jobs” (i.e. roles posted with no realistic intention to hire). arXiv

3. Slow and Opaque Hiring Processes
Delays between application, interview scheduling, feedback, and decisions frustrate candidates. If the process drags on, candidates may assume rejection (or lose interest) and stop communication. Meanwhile, employers may deprioritize follow-ups. Speed and clarity tend to be lacking.

4. Changing Candidate Expectations
Candidates now expect better communication, transparency (e.g. around salary, job responsibilities, timeline). If these are missing, candidates may decide the process is not worth their time. Some may ghost rather than invest further. 

5. Competition & Alternative Offers
With multiple offers or parallel hiring processes, candidates may accept another job or move forward elsewhere, sometimes without formally withdrawing from other processes or notifying those employers. In some cases the candidate may ghost. 

6. Emotional/Burnout Factors
Job seeking can be stressful, especially in uncertain economic times. Repeated rejection, lack of feedback, and opaque communications contribute to frustration, anxiety or demotivation. Some candidates may ghost simply because they feel drained. 

7. Lack of Penalties / Incentives
There is little consequence for employers if they ghost candidates. On the candidate side, ghosting an employer may not carry much penalty either. Without strong norms or structures demanding courtesy in communications, ghosting becomes easier.

What Should Improve / How to Reduce Ghosting

Reducing ghosting will require effort from both sides—but especially from employers and hiring organisations, since much of the asymmetry comes from power and resources. Here are some strategies:

1. Speed & Responsiveness

• Tighten hiring timelines and interview scheduling.

• Use scheduling tools and send fast, even templated, feedback instead of silence.

2. Up-Front Transparency

• Post salary ranges, duties, and a clear hiring timeline.

• Tell candidates when decisions will drop—and update them if it slips.

3. Smart, Human Tech

• Let ATS tools auto-acknowledge applications and flag follow-ups.

• Add a personal line where you can; a short respectful note matters.

4. Culture & Training

• Make candidate experience an HR metric.

• Train hiring teams to close loops and model good communication.

5. Manage Expectations

• Notify applicants if a role is on hold or changing.

• Ask candidates who withdraw to let you know.

6. Kill “Ghost Jobs”

• Audit postings regularly.

• Remove or clearly mark paused/filled roles.

7. Candidate Tips

• Follow up after stated timelines.

• Withdraw politely when accepting elsewhere.

• Favour employers who communicate well—how they hire reflects how they treat staff.

Conclusion

Ghosting in job applications and interviews has gone from being an occasional complaint to a widespread problem. It inflicts real costs: emotional toll on candidates, wasted time for both sides, and reputational damage to employers. As hiring becomes more competitive and digital, the importance of clear communication, transparency, and respectful treatment grows.