Ghosting in recruitment refers to candidates failing to show up for work after accepting a job offer, often with no explanation. It has become an increasingly prevalent issue, particularly in the European Union (EU), where both employers and job seekers are impacted. Recent studies highlight the scope of this problem and underscore its detrimental effects on businesses. In this article, we’ll explore the causes of ghosting and offer practical solutions to prevent it, based on the latest research.
Section 1: Causes of Ghosting
Better Offers
One of the most common reasons for ghosting is when candidates receive more attractive job offers after accepting another. These offers often include better compensation, career growth opportunities, or perks. In the UK, 37% of job seekers said that the cost of living crisis made them more likely to ghost an employer if another job offered a better financial package, including higher pay or cheaper commuting costs (HRDConnect).
Lack of Emotional Connection
The rise of remote work has led to weaker emotional bonds between employers and employees. Candidates may feel less invested in the company they’ve joined, especially when working relationships are mostly virtual. A survey revealed that 75% of workers ignored communication from potential employers in the past year, with Gen Z candidates (18-24-year-olds) leading at a staggering 93% (EMEA Recruitment).
Poor Onboarding Experience
A chaotic or disorganised onboarding process can cause new hires to rethink their decision. If candidates feel the company lacks professionalism from the start, they may back out before even beginning the role. In Russia, 26% of employees stopped communicating with their new employer within a few weeks after starting, indicating that a negative onboarding experience can have long-lasting consequences (European Proceedings).
Misleading Job Expectations
If there are discrepancies between the job description and the actual role, candidates may feel misled, leading them to ghost the employer. Research by Sowelo Consulting found that 28% of candidates listed receiving more attractive offers as a reason for ghosting, suggesting dissatisfaction with the role’s expectations.
Unmet Salary or Benefits Expectations
When the promised salary or benefits don’t materialise, candidates are more likely to back out before their start date. In the UK, 20% of workers reported businesses failing to show up for phone interviews, while 23% experienced verbal offers being withdrawn, often due to unmet expectations (HRDConnect).
Company Reputation/Culture
A negative company reputation or poor workplace culture can lead candidates to reconsider their commitment. 26% of candidates cited negative reviews as a reason for ghosting, highlighting how important company reputation is in recruitment (PeopleScout).
Lack of Connection
If employers fail to engage candidates before the start date, it can make them feel like an afterthought, which can lead to ghosting. In Russia, 66% of job seekers stopped communicating with employers after interviews, indicating that a lack of engagement can severely damage the recruitment process (European Proceedings).
Fear of Conflict
Ghosting can also be seen as an easy, conflict-free way for candidates to exit, especially for those uncomfortable with renegotiating or withdrawing from an offer. According to PeopleScout, 41% of workers believed it was acceptable to ghost employers, with 30% citing acceptance of another offer as their reason.
Mental Health/Personal Challenges
Mental health struggles, such as stress or anxiety, can make candidates hesitant to communicate their change of heart. In the EU, only 11% of employees report being engaged at work, a statistic that may point to widespread dissatisfaction contributing to ghosting (ToTalent).
Section 2: Preventing Ghosting
Review Compensation and Flexibility
Offering competitive pay and flexible work arrangements is essential for retaining new hires. In the UK, 37% of job seekers said that better financial offers influenced their decision to ghost, underlining the importance of staying competitive in compensation packages (HRDConnect).
Maintain Engagement Between Offer and Start Date
Regular check-ins and communication between the offer acceptance and the start date can help reaffirm the candidate’s commitment to the company. In Russia, 66% of job seekers stopped communicating with employers after interviews, highlighting the need for better engagement (European Proceedings).
Create a Positive Candidate Experience
A smooth and welcoming hiring and onboarding process is essential for reducing ghosting. In the EU, the low engagement rate of only 11% among employees points to the need for businesses to create better candidate experiences (ToTalent).
Build Anticipation
Sharing a well-structured onboarding schedule with new hires before their start date can help ease first-day anxiety. In Russia, 26% of employees stopped contacting employers within weeks of starting, possibly due to poor onboarding experiences (European Proceedings).
Open Channels for Feedback
Encouraging new hires to voice their concerns early and addressing any issues promptly can prevent ghosting. PeopleScout found that 41% of workers found it acceptable to ghost, with 30% citing acceptance of another offer as their reason. Having an open channel for feedback may reduce these instances.
Conclusion
Ghosting is a frustrating and costly issue in recruitment, but with the right understanding and preventative strategies, businesses can reduce its occurrence. By addressing the root causes—such as poor compensation, weak engagement, and disorganised onboarding—employers can foster stronger relationships with new hires. A supportive, transparent, and engaging recruitment process not only helps reduce ghosting but also strengthens the long-term relationship between employers and employees.
By recognising the challenges candidates face and adjusting recruitment practices accordingly, organisations can avoid the pitfalls of ghosting and build a more committed workforce.
References:
- EMEA Recruitment. (2023, March 6). Ghosting in recruitment: Gen Z’s impact on communication. EMEA Recruitment. https://www.emearecruitment.com/news/2025/03/ghosting-in-recruitment-gen-zs-impact-on-communication/267?utm_source=chatgpt.com
- European Proceedings. (2020). Impact of employee disengagement in recruitment processes in Russia. European Proceedings. https://www.europeanproceedings.com/article/10.15405/epsbs.2020.03.02.31?utm_source=chatgpt.com
- HRD Connect. (2024, February 16). Job ghosting is rife: 86% of job seekers no-show for interviews. HRD Connect. https://www.hrdconnect.com/2024/02/16/job-ghosting-is-rife-86-of-jobseekers-no-show-for-interviews/?utm_source=chatgpt.com
- PeopleScout. (2023, December 8). Ghosting in the workplace: An evolving trend. PeopleScout. https://www.peoplescout.com/insights/ghosting-in-the-workplace/?utm_source=chatgpt.com
- Sowelo. (2023, September 10). How to prevent ghosting in the recruitment process. Sowelo. https://sowelo.eu/how-to-prevent-ghosting-in-recruitment-process/?utm_source=chatgpt.com
- Totalent. (2023, November 18). Engagement issues: Europe has least engaged employees in the world. Totalent. https://totalent.eu/engagement-issues-europe-has-least-engaged-employees-in-the-world/?utm_source=chatgpt.com
#Recruitment #Ghosting #EmployeeEngagement #HiringTrends #WorkplaceCulture
