As Halloween approaches, tales of ghosts, hauntings, and supernatural start swirling around. But while spooky apparitions may fade with the beginning of November, one kind of ghosting has taken up residence year-round in the Executive Search world. We’re talking about “candidate ghosting,” and its real-life consequences for career prospects, professional relationships, and reputations.
The most staggering ghosting statistic we came across was quoted in a Management Today article[1], which references research conducted by Visier. The study found that 95% of C-suite executives admitted to ghosting within the 18 months leading up to the study.
So, while trick-or-treaters are out, let’s take a closer look at what happens when candidates disappear and why this may come back to haunt them.
Why We Avoid Difficult Conversations
Each of my colleagues at Pacific International Executive Search has a candidate ghosting story to share, which is frightening! So why do candidates abruptly end all communication after making significant strides in the hiring process? While the exact reasons vary, common factors include accepting other offers, sudden cold feet, change in circumstances or realization of misaligned expectations. Difficult conversations are hard, and many psychological factors explain the tendency to avoid them:
- Fear of Causing Discomfort: Many people say they avoid difficult conversations because they are afraid of causing emotional discomfort and this leads to delaying or avoiding conversations entirely
- Decision Paralysis: Another common phenomenon among many people is avoiding difficult conversations because they feel overwhelmed or uncertain about the right approach to take, which leads to “decision paralysis.”
- Procrastination Tendencies: Studies show that almost a quarter of people polled admitted that they delay responses due to procrastination, often resulting in extended ghosting periods. For many, this delay was unintentional, but for others, it gradually became an easier path than responding at all.
Some circumstances may prevent candidates from getting in touch promptly, but there is no place in the professional world for this disappearing act.
A candidate was a no-show at an interview. No message, no email, he was unavailable on the phone. As it turns out, while on the way to the interview, he stopped at a gas station to fill up his car and was unfortunately hit by a lorry. Luckily, the accident wasn’t too serious, and the candidate got in touch a few days later explaining the situation. He was excited that the USB drive in his pocket with the presentation for the final interview survived the incident. He had this final interview a week later sporting a cast on his arm and got the job.
For many candidates, ghosting might seem trivial, but it can have lasting implications for their relationships with recruiters and, by extension, with hiring managers. Executive search consultants dedicate significant time and effort to finding the perfect match between candidate and company, so when a candidate abruptly cuts ties, they risk damaging these hard-won relationships. For one, they may burn bridges, as recruiters are less likely to consider ghosting candidates for future opportunities. Additionally, candidates risk losing access to critical industry contacts. Executive recruiters are well-connected and ghosting them can effectively close doors to potential opportunities down the line.
When searching for the next career step, every connection, recommendation and referral counts, so why ghost and create a sense of mistrust with a potential ally?
Ghosting not only impacts a candidate’s relationship with recruiters but also leaves a lasting mark on their reputation with hiring companies—especially when they were close to being hired or had already accepted an offer. Companies remember candidates who ghost, often noting them as unreliable, which can disadvantage them if they reapply. Over time, a pattern of ghosting can lead to closing doors with other potential employers, building a negative reputation or digital footprint, and jeopardizing valuable referrals and recommendations. With companies prioritizing reliability and professionalism, candidates who ghost may find it challenging to maintain positive career momentum, as ghosting behaviour tends to signal a lack of commitment and consistency.
Breaking the Ghosting Habit: Communication is Key
Ghosting may be on the rise, but so too is the need for professional communication. Here’s how candidates can maintain positive, open relationships with recruiters, even when they’re not interested in a role:
- Honesty and Transparency: If the position isn’t a match, it’s better to be direct and let the recruiter know, regardless of the stage of the process. They’ll appreciate the honesty and can move their focus to other candidates while being happy to consider you for alternative roles in the future.
- Clear Updates: A simple email update or message goes a long way in preserving goodwill. If a candidate is interviewing elsewhere or has accepted another offer, communicating this prevents confusion and saves all the stakeholders a lot of time.
- Gratitude and Respect: A brief thank-you message acknowledging the recruiter’s time and effort makes a positive lasting impression and keeps the lines of communication open for future engagements.
A Spooky Story from One of Pacific’s Executive Recruiters…
So back in May, I had an intro call with a candidate for this opportunity I’m working on. He was familiar with the company and the stakeholders involved, which made it seem like a good fit and he expressed a strong interest in the role.
On the update call, I presented the candidate, and the client was interested in meeting him in person, skipping the online interview stage.
However, since that call in May, I have not been able to get hold of the candidate. I have tried—emails, WhatsApp, LinkedIn messages, phone calls, leaving voicemails and calling the switchboard. He has been active on social media but until today, I have not heard back from him…
In the spirit of Halloween, we may indulge in a good ghost story or two. But in the professional world, candidates who vanish into thin air may be unwittingly sowing seeds of mistrust and closing doors they never intended to shut. By communicating timely and professionally, candidates can ensure they’re remembered for all the right reasons—no costumes required.
[1] Source: Why it’s time to stop ghosting
