Recruiters ghosted by candidates: situation reversed?

A study by Delphine Minchella, a professor-researcher at EM Normandie, shows that the phenomenon of candidates ghosting is not a matter of rudeness. It is a reaction to recruitment practices perceived as disrespectful. Having been affected by negative experiences, some see it as an act of resistance.

A warning signal regarding the relationship between candidates and companies

It is a fact that more and more candidates ‘ghost’ recruitment processes, suddenly disappearing from the process without warning or offering any explanation to recruiters. This trend seems to be overtaking the trend of recruiters failing to respond to applications.

It is estimated that 90 per cent of employers have experienced ghosting by candidates during the recruitment process, and according to studies, between 50 per cent (Alsever, 2022) and 77 per cent (Threlkeld, 2021) of candidates report having been ghosted by a recruiter at least once. This phenomenon therefore works both ways.

This new practice is often portrayed as a lack of common courtesy typical of a connected, fickle and disengaged generation. A new study suggests we should rethink this interpretation.

By giving a voice, for the first time through qualitative research, to candidates who have ‘ghosted’ a potential employer, Delphine Minchella, a professor-researcher in organisational theory at EM Normandie, shows that this behaviour is, above all, a response to recruitment practices perceived as flawed, dehumanising or unfair: salaries disclosed too late or deemed disrespectful, recruitment processes that are disproportionate to the role, time-consuming online tests with no feedback, or even recruiters who ghost candidates.

A symbolic gesture from the candidates

In this context, disappearing without explanation becomes a meaningful act, a way of regaining power within a relationship perceived as unbalanced, or even harmful.

The study also shows that this form of ‘ghosting’ is more akin to ostracism – distancing oneself from an organisation perceived as undesirable – than to mere avoidance. And it is emotionally taxing for the candidates who ‘ghost’, who express disappointment and anger, but also, for some, genuine relief or even satisfaction at the idea of denying a company control over their decision.

Who are these ‘ghost’ candidates?

In most cases, candidates’ ghosting is situational: it results from negative experiences during the recruitment process, rather than from a negative personality trait.

• Three types of ‘ghosters’ have been identified: the regular ghoster, worn down by years of mistreatment; the occasional ghoster, who reacts to a specific behaviour deemed disrespectful; and the accidental ghoster, overwhelmed by the fear of missing out.
• Ghosting by recruiters themselves is identified as the primary reason why candidates’ ghosting is seen as justified.
• The negative experiences candidates go through leave a lasting mark and ultimately taint their overall perception of companies, which they tend to view in the same light.

Ghosting candidates is not simply a lack of courtesy. It is often a sign of a deteriorating relationship between individuals and companies. It is an act of rebellion against the all-powerful influence of digitalisation, which has taken hold in the world of work. In this sense, it should serve as a warning and prompt recruiters to thoroughly rethink the way they conduct their recruitment processes.

Explains Delphine Minchella, professor-researcher at EM Normandie.