Candidate experience and ghosting: Finding the balance

Ghosting is a bit of a hot topic in recruitment today. What began as a term for candidates dropping out of the process has become a two-way street, with many employers now accused of going silent after applications or interviews. At its heart lies a difficult tension; candidates want acknowledgment and feedback, but recruiters are often overwhelmed by the sheer volume of applications.

From the candidate’s perspective, communication is non-negotiable. Taking the time to apply, or especially to interview, creates an expectation of response. Being left in the dark can feel disrespectful and discouraging, with negative experiences easily shared on platforms like LinkedIn or Glassdoor. This has a real impact on employer brand and long-term talent attraction.

Recruiters, however, face a different reality. For popular roles, applications can run into the hundreds or even thousands. Providing personalised responses to every candidate is simply not realistic, particularly when clients and hiring managers expect speed. The challenge is how to meet candidates’ expectations without overloading already stretched recruitment teams.

We believe the answer lies in balance. Technology should play a central role, automated tools can ensure every applicant receives at least a timely acknowledgment and a clear update on the process. This sets a baseline of respect and transparency. For candidates who progress further, such as those interviewed, personalised feedback should remain a priority. Even a short note can demonstrate professionalism and care, while building goodwill for future opportunities.

The debate around ghosting will not disappear overnight, but it’s clear that good communication is key. Employers who embrace a balanced approach, leveraging automation where necessary, but keeping a human touch where it matters most, will strengthen their reputation, enhance candidate experience, and ultimately gain a competitive edge in the battle for talent.

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