Ghosting In The Workplace: How Job Seekers And Employers Share The Blame

A study by JobLeads found that 45 per cent of job applicants reported experiencing ghosting from prospective employers, marking a significant 30 per cent increase in recent years

Traditionally, ghosting describes the act of abruptly cutting off all communication without any explanation, leaving the other party in a state of uncertainty

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The phenomenon of "ghosting," typically linked to dating, has now entered the workplace, with both employers and employees abruptly cutting off communication without explanation. This trend raises significant concerns about professionalism in recruitment and employment practices, particularly in today's rapidly changing job market, according to a report by Business Insider India.

Traditionally, ghosting describes the act of abruptly cutting off all communication without any explanation, leaving the other party in a state of uncertainty. While this behaviour is often linked to personal relationships, it has become increasingly common in corporate environments as well. Both job seekers and employers are engaging in this practice, leading to frustrations on both sides of the hiring process.

A study by JobLeads found that 45 per cent of job applicants reported experiencing ghosting from prospective employers, marking a significant 30 per cent increase in recent years. Many candidates have been left in limbo after interviews, receiving no feedback or closure, which has led to heightened anxiety and disillusionment. Additionally, some have highlighted the prevalence of "ghost job postings"—positions advertised by companies without any intention of filling them. These misleading listings often serve internal purposes, such as assessing available talent pools or fostering a perception of growth within the organisation.

Jan Hendrik von Ahlen, co-founder of JobLeads, noted in the report that delays in communication can sometimes stem from internal changes within companies or their organisational culture. He advised job seekers to move on after making two follow-up attempts without receiving a response.

Interestingly, job seekers have also adopted ghosting behaviour. A February 2024 report by Fortune, based on research from Indeed, revealed that 93 per cent of Gen Z workers in the UK admitted to applying for jobs but then skipping interviews. Furthermore, 87 per cent of these candidates failed to show up on their first day after securing a role. This trend underscores a growing desire among Gen Z workers for greater control over their career choices, as many are reluctant to commit to positions that do not meet their financial or personal expectations.

Danny Stacy, head of talent intelligence at Indeed UK, highlighted that a lack of transparency from employers—especially concerning salaries and benefits—has fueled the rise of candidate ghosting. As the cost of living continues to rise, workers feel increasingly justified in turning down positions that don't meet their financial requirements. “It’s clear that the financial offer is the biggest carrot for employers trying to attract talent,” Stacy remarked. "Pay, benefits, and other factors that support rising living costs are likely to prevent a job seeker from ghosting,” Stacy added in the report.

Beyond financial considerations, younger generations are embracing a broader movement centred on work-life balance. Many Gen Z employees are vocal about their readiness to disengage from jobs that lack flexibility or opportunities for personal growth. While this mindset empowers individuals, it has also led to increased instances of ghosting, as younger workers feel comfortable walking away from positions they find unsatisfactory.

However, despite the perception that Gen Z is at the forefront of this trend, ghosting is not exclusive to them. Older workers have also admitted to ghosting employers, although many express feelings of guilt or regret. In contrast, younger workers view it as a legitimate strategy for managing their career trajectories.

Experts recommend that employers set clear expectations during the hiring process, maintain transparent communication, and offer competitive compensation packages to help mitigate this behaviour. For job seekers, requesting timelines and following up with employers can alleviate uncertainty, though professionals advise against investing too heavily in roles where communication is lacking.