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How Job Ghosting Haunts Both Employers and Candidates (and How To Stop the Terror)

“Ghosting” is somewhat of a misnomer to me. After all, in movies and TV shows, ghosts tend to move into places where they aren’t wanted and stick around longer than any of the characters anticipate. But in the non-ethereal world, the act of ghosting is just the opposite. It leaves the ghosted party thinking, “What happened?” and “Why have they disappeared?” Maybe The Invisible Man Phenomenon would be a more accurate description, though a lot less catchy.

While the term initially rose to prominence in the dating realm, ghosting has become an eerie, unwelcome practice in the business world too. In this blog, we’ll discuss what job ghosting is, how it impacts both employers and candidates, and how to prevent it.

What is job candidate ghosting?

When done by a candidate, job ghosting is when the applicant, who was actively participating in the hiring process, suddenly ceases communication with the potential employer. Job candidate ghosting can look like unreturned calls when the hiring manager tries to follow up with the candidate, a missed interview with no call or email from the applicant to explain why, or even not showing up for the first day of work after the candidate accepted the offer.

Job candidate ghosting comes with obvious problems for employers looking to hire. This can include the time wasted interviewing the “ghost” candidate, potential lost opportunities as other applicants move on to pursue other open positions, and the increased length of time that current staff must take on additional work until the position is filled and the new person is trained and brought up to speed.

Why do job candidates ghost?

There are many reasons why a job candidate might cut off contact with hiring personnel. A major reason is often because the applicant is no longer interested in the position. Perhaps the individual discovers the job isn’t what they thought it would be or the salary or benefits are not what they expected. Rather than convey that sentiment, the candidate may simply avoid communications with the company. Also, a person might have extenuating personal circumstances that cause them to bow out of the hiring process.

Given that the interview process in the United States takes an average of 23.8 days, candidates who are considering several positions may decide to ghost the jobs and employers they are less interested in to focus their time and energy on the positions and organizations that are most appealing to them.

A big contributing factor in candidate ghosting is the sometimes impersonal nature of modern communication methods. It’s quite easy to avoid replying to an email or to let a phone call go to voicemail (and never listen to the message or return the call).

“But wait a minute!” all the job candidates shout. “It’s not just us! How many times have we submitted applications and tried to follow up with calls or emails only to be met with radio silence from companies?” And my response to them is, “You make a good point.” Job ghosting isn’t done only by candidates; employers can ghost their applicants too, and it can be just as bad for business.

Why do employers ghost?

A key reason why employers ghost candidates is similar to why candidates ghost employers: they are no longer interested. After an initial phone interview, the employer may decide to move forward with some candidates and stop communicating with the others. A hiring manager could cease contact with applicants once the manager has made an offer to their top candidate and the offer has been accepted. Some companies may feel the need to mitigate the risk of litigation that they fear might come from an outright rejection, so they go incommunicado instead.

HR reps and hiring managers, who are also trying to keep up with other job responsibilities, might feel that they just don’t have the time to communicate with candidates at every stage of the hiring process. And the fear of being ghosted themselves can cause an employer to stop contact with candidates; not telling applicants that they didn’t get the job can be viewed as a safety net in case the company’s new hire is a no show on day one. Rather than closing a door on candidates that they may have to reopen, they leave the door open indefinitely by not communicating anything.

In both scenarios, the ghosted party can feel frustration, uncertainty, and perhaps a little resentment—not the impression a candidate or company wants to leave on others. But in the real world, the hiring process can be lengthy (for both applicants and organizations) and resources are often stretched thin. “Non-essential” communication can sometimes be viewed as the first thing to go in the process of hiring or being hired. But it doesn’t have to be, and fortunately, the following ideas can be used by companies to help ward off both forms of ghosting.

How to Prevent Candidate and Employer Ghosting

1. To stop employer ghosting within a company, business leadership must set and emphasize the standard that communication with job candidates is essential, not simply a courtesy. Incorporate communication checks within every stage of the hiring process, including documenting the interactions to ensure they are not overlooked.

Encourage HR associates and hiring managers to treat job candidates like customers in order to give them a positive experience with your organization, even if they are not hired. People who have a favorable association with your company will tell others about it, which can help attract high-potential candidates in the future. However, someone who has a negative experience with your organization may also tell others about it, including via social media, which could cause your next potential superstar to steer clear of applying for a job at your company.

2. Be very clear about the job’s requirements, salary and benefits, remote work policies (or lack thereof), and other relevant information that candidates need when deciding on what job to take. Don’t try to entice applicants by making the position seem like something it really isn’t. When candidates feel misled by the job ad or what’s been implied in the interview, it sets up a prime scenario for ghosting.

3. Use automation to your advantage. If you cannot reply to all of your first-round candidates individually, use an applicant tracking system or candidate relationship management software to manage communications. This can include setting up automated emails to detail the next steps of the hiring process and to request that candidates take assessments or sending automated rejection emails.

Also, use automated scheduling or self-scheduling to streamline the hiring process and shorten the hiring timeframe. These tools can minimize the back-and-forth emails or calls between employers and candidates when trying to set up interviews and start dates. Also, a shortened wait time minimizes the chance that candidates may lose interest and move on to other positions—possibly without telling you.

Additionally, automation can ease the workload of hiring personnel, allowing them increased time for more individualized communications as candidates move through the process and lessening the chance of employer ghosting.

4. Especially if there is a lag between receiving the candidate’s acceptance of your offer and their start date at your organization, check in with the new hire to maintain communication. Offer to answer any questions the individual may have, and ensure the new hire has the contact information for their manager and any other teammates who can offer assistance.

With Halloween fast approaching, let’s leave the ghosting to the trick-or-treaters. And if you need help hiring the right person the first time, contact Omnia today to make employee selection less scary!

Picture of Alaina Sims

Alaina Sims

Alaina first joined Omnia in 2003 as an analyst and was sold on its mission from the start. So much so that, after a move and brief time away, she came back in 2013 and now works as the Senior Manager of Profile Analysis and Workflow. She writes and edits various Omnia products and is the resident “follow-upper” to help keep the department running smoothly. She is grateful for a role that marries her love of data analysis and the written word in a way that enables her to help clients find (and keep) productive, fulfilled employees.

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Our behavioral and cognitive assessments and customized job profiles for various public sector roles enhance your ability to hire the right fit. These insights enable you to develop capable teams, improve service delivery, and maintain public trust in your organization’s mission.

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Education

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Our behavioral and cognitive assessments and customized job profiles for various educational roles significantly increase your chances of hiring the right fit the first time. These insights not only help you support professional development and improve student outcomes but also create an engaging educational experience for all.

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Hospitality

In the hospitality industry, customer experience makes or breaks the business. Hiring candidates with an exceptional service orientation, operations efficiency, and adaptability is key to success for any travel and tourism business. We help you identify individuals who can create memorable guest experiences while efficiently managing operations behind the scenes.

Our assessments and customized job profiles for various sectors—from hotels to cruise lines and other travel sectors—enhance your ability to hire the right fit for every role. These insights enable you to foster a culture of service excellence and develop teams that can thrive in this dynamic, guest-focused industry.

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Real Estate & Construction

In the real estate and construction sectors, where project management and client satisfaction are critical, finding candidates with a mix of technical knowledge and people skills is crucial. We assist you in identifying professionals who can manage properties, adhere to regulations, and deliver quality results.

Our assessments and customized job profiles for roles across these industries increase your chances of hiring the right fit the first time. These insights help you develop well-rounded teams, improve project outcomes, and maintain a competitive edge.

Use Omnia benchmarking or explore custom profile creation for the following jobs and beyond to increase your hiring predictability.

  1. Accounts Payable and Receivable Associate
  2. Assistant Property Manager
  3. CAD Drafter
  4. Community Affairs Personnel
  5. Construction Coordinator
  6. Construction Project Manager
  7. Contracts Coordinator
  8. Customer Care Associate
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  10. Director of Construction
  11. Director of Design and Product Development
  12. Director of Purchasing
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  15. HOA Manager
  16. Land Acquisition Specialist
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  18. Leasing Consultant
  19. Maintenance Technician
  20. Marketing Coordinator
  21. New Home Sales Associate
  22. Online Sales Counselor
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  25. Pool Construction Manager
  26. Pool Designer/Sales
  27. Property Manager
  28. Public & Political Relations
  29. Purchasing Agent/Analyst
  30. Purchasing Coordinator
  31. Purchasing Estimator
  32. Purchasing Manager
  33. VP of Construction
  34. VP of Land Acquisition
  35. VP of Land Development
  36. VP of Operations
  37. VP of Purchasing
  38. VP of Sales
  39. Warranty Personnel
  40. Waterscapes Coordinator


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Media

Media

In the fast-paced media industry, where creativity meets deadlines and audience engagement is critical, securing candidates with innovative thinking and practical skills is essential. We help you select individuals who can create compelling content, adapt to new platforms, and understand audience dynamics.

Our cognitive, behavioral, and grammar assessments and customized job profiles for various media roles—from content creators and producers to sales and marketing specialists—enhance your ability to hire the right fit for each role. These insights enable you to nurture creativity, improve team collaboration, and stay relevant in an ever-changing media landscape.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Assignment Editor
  2. Broadcast Producer (TV)
  3. Digital Producer
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  6. Master Control Operator (TV)
  7. Media Sales – Media / Radio Sales
  8. On-air Personality – Radio
  9. On-air Personality – Television
  10. Photojournalist
  11. Sales Manager – Media / Radio Sales
  12. Social Media Specialist
  13. Traffic Director  


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Healthcare

Healthcare

In healthcare, where patient care and technological advancements intersect, securing candidates who are committed to helping others and eager to learn is essential. We assist you in identifying professionals who can deliver high-quality care while adapting to the latest medical technologies and practices.

Our behavioral and cognitive assessments and customized job profiles for various roles—at dental and healthcare practices, rehabilitation and research centers, and veterinary clinics—enhance your ability to hire the right fit for every role. These insights enable you to foster a patient-centric culture and support the professional growth of your team in your specialized healthcare sector.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

 Dental  

  1. Associate Dentist
  2. Dental Assistant
  3. Dental Front Office
  4. Dental Hygienist
  5. Dental Office Manager   


Healthcare General     

  1. Activities Aide
  2. CNA
  3. Case Manager
  4. Clerical
  5. Clinic Front Office
  6. Clinic Office Manager
  7. Customer/Patient Service Clerical
  8. Environmental/Food Service
  9. Janitorial – Medical or Laboratory
  10. Lab Technician
  11. Management
  12. Medical Assistant
  13. Medical Billing
  14. Medical Device Sales
  15. Occupational Therapist
  16. Physical Therapist
  17. Physician (Clinic)
  18. RN
  19. Scheduler
  20. Speech Therapist


Rehabilitation

  1. Clinic Front Office
  2. Clinic Office Manager
  3. Occupational Therapist
  4. Physical Therapist
  5. Speech Therapist       


Research        

  1. Clinical Research Coordinator
  2. Research Assistant                


Veterinary     

  1. Veterinary Assistant
  2. Veterinary Office Manager
  3. Veterinary Practice Manager
  4. Veterinary Receptionist (front desk)
  5. Veterinary Technician
  6. Veterinarian  


If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Staffing & Recruiting

Staffing & Recruiting

In the staffing and recruiting industry, where understanding people and markets is essential, finding candidates with strong interpersonal skills and business acumen is crucial. We assist you in identifying professionals who can effectively match talent with opportunities and build lasting relationships with clients and candidates alike.

Our behavioral and cognitive assessments and customized job profiles for roles across the staffing spectrum increase your chances of hiring the right fit the first time. These insights help you develop your team’s capabilities, improve placement success rates, and stay ahead in this dynamic industry.

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Professional Services

In the professional services sector, where client relationships and job-related expertise are key differentiators, finding candidates with a balance of technical knowledge and soft skills is crucial. We help you identify individuals who can deliver high-quality services while building and maintaining strong client relationships.

Our behavioral, cognitive, and grammar assessments and customized job profiles for various roles—from desk jobs to field jobs—enhance your ability to hire the right fit the first time. The insights from our profiles enable you to nurture talent, improve client satisfaction, and maintain a competitive edge in your specific service area.

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  17. Collections
  18. Communications Coordinator
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  37. Office Manager
  38. Operations Manager
  39. Operations Support
  40. Paralegal/Legal Assistant
  41. Payroll/Benefits Administrator
  42. PR Manager / Public Information Officer
  43. Process Improvement Manager
  44. Production Expediter
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  46. Project Manager
  47. Quality Assurance Specialist
  48. Receptionist
  49. Recruiter
  50. Relationship Manager
  51. Social Media Specialist
  52. Talent Acquisition Specialist


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Information Technology

Information Technology

In the rapidly evolving IT industry, where innovation is constant and technical skills quickly become obsolete, identifying candidates with a combination of expertise for the current needs and the ability to learn and adapt to new technologies is vital. We empower you to select tech professionals who can drive your digital initiatives forward while adapting to emerging technologies.

Our behavioral and cognitive assessments and customized job profiles for each role—from CIOs to database administrators, software developers, and IT managers—increase your chances of hiring the right fit the first time. The insights from our job profiles help you create targeted development plans, fostering a culture of continuous learning and innovation in your IT team.

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  1. CIO (Chief Information Officer)
  2. Cyber Security Specialist
  3. Database Administrator
  4. Graphic Designer
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  6. IT Director
  7. IT/Systems
  8. Practice Leader – Cloud
  9. Quality Assurance Tester
  10. Software Developer
  11. Software Support Trainer
  12. Tech Leader – Delivery Practice
  13. Technical Account Manager (Sales)
  14. Web Designer
  15. Web Developer

          
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Manufacturing

Manufacturing

In the manufacturing sector, where efficiency and precision are necessary, you need candidates with a blend of technical expertise, high adaptability, and resilience. We help you identify individuals who can thrive in a production environment, embrace lean practices, and drive continuous improvement.

Our behavioral assessments and customized job profiles for each role—from production line workers to process engineers—increase your chances of hiring the right fit the first time. These insights help you develop talent, improve retention, and maintain a skilled workforce ready to meet the evolving demands of modern manufacturing.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Buyer/Purchasing/Procurement
  2. Customer Experience Coordinator
  3. Estimator
  4. Fleet & Equipment Manager
  5. General Manager
  6. Heavy Equipment Operator
  7. Laborer
  8. Machine Operator
  9. Manufacturing Assembler
  10. Process Improvement Manager
  11. Production Expediter – Shipping/Receiving Material Handler
  12. Production Planner/Scheduler
  13. Production Supervisor
  14. QC Technician
  15. Safety Coordinator/Manager
  16. Sourcing Manager
  17. Technician (Installation and Repair)
  18. Warehouse Associate
  19. Warehouse Manager     


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Automotive

Automotive

In the automotive industry, where innovation drives success and customer satisfaction is the highest priority, finding candidates with the right mix of technical mindset and interpersonal skills is crucial. We help you identify individuals who can thrive in this fast-paced environment, adapt to technological advancements, and deliver exceptional customer experiences.

Our behavioral assessments and customized job profiles for each role—from car dealerships to boat and RV dealers—increase your chances of hiring the right fit the first time. The insights from these profiles help you nurture talent, guide career progression, and keep your workforce engaged and productive in a constantly evolving industry.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Bookkeeper/Accountant
  2. Body Shop Estimator
  3. Body Shop Manager
  4. Body Shop Technician
  5. Controller
  6. Customer Relations Representative
  7. Customer Relationship Specialist
  8. Detailer
  9. F&I Manager
  10. Fixed Operations Director
  11. General Manager
  12. Lot Attendant/Porter
  13. Office
  14. Parts Counter / Parts Associate
  15. Parts Manager
  16. Powersports Sales
  17. Receptionist
  18. Reconditioning Foreman
  19. Sales
  20. Sales Manager
  21. Service Advisor
  22. Service Manager
  23. Service Technician Team Lead
  24. Service Technician
  25. Title Clerk
  26. Used Car Sales
  27. Valet
  28. Warranty Administrator
  29. Warranty Clerk   

Business Development Center          

  1. Call Center Manager
  2. BDC Director
  3. BDC Representative
  4. Inside Sales
  5. Internet Sales
  6. Inside Sales Manager
  7. Service Coordinator


Boat and RV    

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  2. Customer Relations Representative
  3. Powersports Sales
  4. RV Orientation/Delivery
  5. RV Sales
  6. RV Service Advisor

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Financial Services

Financial Services

In the financial services sector, where trust is currency and regulatory compliance is non-negotiable, securing candidates with analytical prowess, a commitment to quality, and client-centric attitudes is essential. We empower you to identify individuals who can navigate complex financial landscapes while maintaining the highest standards.

Our behavioral and cognitive assessments and customized job profiles for each role—for credit unions, banks, and other financial institutions—empower you to make informed hiring decisions. The insights from these profiles enable you to provide targeted professional development, ensuring your team remains competent, compliant, and committed in an industry where precision and reliability are essential.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

Credit Unions

  1. Accountant 
  2. Back Office
  3. Branch Manager 
  4. Call Center Rep 
  5. Collector
  6. Compliance Assistant
  7. Compliance Officer
  8. Credit Assistant
  9. Financial Service Rep
  10. Fraud Specialist
  11. Front Office
  12. Head Teller
  13. IT Professional
  14. ITM (Video) Teller
  15. Loan Officer
  16. Loan Processor
  17. Manager/Supervisor
  18. Member Service Rep
  19. Mortgage Originator
  20. Regional Manager
  21. Teller
  22. Teller – Sales/MSR
          

Banks   

  1. Accountant
  2. Back Office
  3. Branch Manager
  4. Call Center Rep
  5. Collector
  6. Compliance Assistant
  7. Compliance Officer
  8. Credit Assistant
  9. Financial Service Rep
  10. Fraud Specialist
  11. Front Office
  12. Head Teller
  13. IT Professional
  14. ITM (Video) Teller
  15. Loan Officer
  16. Loan Processor
  17. Manager/Supervisor
  18. Mortgage Originator
  19. Regional Manager
  20. Service Rep
  21. Teller
  22. Teller – Sales/Selling CSR
  23. Financial Relationship Manager
  24. Wealth Management Relationship Manager

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.

Insurance

Insurance

In the insurance industry, where competition is fierce and turnover is high, the key to success lies in identifying candidates with the perfect blend of soft skills and analytical skills. We empower you to find these individuals who not only excel in their roles but also stay with your organization for the long haul.

Our behavioral and cognitive assessments and customized job profiles for each role increase the chances of hiring the right fit the first time. The insight from the profiles helps you provide the growth path your employees desire and keep them happy and engaged.

Use Omnia benchmarking for the following jobs to increase your hiring predictability.

  1. Agency Owner
  2. Claims Representative
  3. Field Claims Adjuster
  4. Inside Claims Adjuster
  5. Loss Control Consultant
  6. Marketing Representative
  7. Policy Services
  8. Underwriter
  9. Account Manager
  10. Customer Service Manager
  11. Processing CSR
  12. Producer
  13. Risk Manager
  14. Sales Manager
  15. Selling CSR
  16. Service CSR

If a job you need filled is not listed, don’t worry – we specialize in creating custom solutions for unique business needs.