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As a job seeker navigating through the competitive landscape of today's labor market, I've encountered all types of interesting and irking behaviors (or lack of behaviors - I suppose lack of is a behavior...).
One circumstance that has left many job seekers puzzled and frustrated is the act of ghosting in the recruitment interview process. It has been a surprising discovery to witness firsthand from the LinkedIn streets that we need to delve into what ghosting actually is, again. From how it affects job seekers, the role of recruiters in this practice, and the importance of communication in the candidate experience. This blog post is for job seekers, recruiters, and anyone involved in the interview/hiring process and is rated 1984.
Ghosting in the context of job seeking refers to the sudden disappearance or lack of communication from recruiters or hiring managers after an initial interaction or interview. It leaves candidates in a state of limbo, unsure of where they stand in the application process and wondering what went wrong. This lack of closure can be disheartening and demoralizing for job seekers who have invested time and effort in preparing for opportunities.
Ghosting is not when a job seeker applies for a role and nothing happens after they submit their application. A lot of folks across social media are lumping this in with ghosting, and it just isn't the same thing. This could be percieve as flat out ignoring applicants. It typically happens for a myriad of reasons and while - if you ask me, it's unacceptable and lacks class from an organization - it still isn't ghosting.
My Most Recent Experiences with Ghosting (and almost ghosting):
I vividly remember a recent job application where I went through multiple rounds of interviews and conversations, each time feeling more confident about my fit for the role. However, after the final interview, the communication from the recruiter suddenly ceased. Despite sending follow-up emails and trying to get an update on the status of my application, I was met with radio silence. The uncertainty and lack of closure left me feeling frustrated and undervalued as a candidate. Their loss! And yet after the 20th plus ghosting in just over four months of job search, it will begin taking a toll on even the most PMA driven of job seekers.
Recently, I had an experience where I had multiple rounds with an organization, and the recruiter followed up letting me know they'd have a final answer to me by the end of the week. It took that recruiter three additional weeks to respond to me again; they not once addressed their tardiness or lack of communication and let me know they decided not to fill the role. All that recruiter had to do was have some basic human respect and let me know they needed more time before a whole month passed by, but still, they didn't ghost me. They left a lousy taste in my mouth and no desire to refer anyone in my network to them. But again, technically - they didn't ghost me. Did I mention they sourced me? Yup. They reached out to me about a role, not the other way around. It's not that they decided not to fill the role at all that is unsettling. It is that I wasn't considered at all when it came to providing updated timelines or anything. All job seekers and candidates want is communication and for recruiters to do what they say they are going to do in the timeframe they promise. If something changes, all recruiters have to do is update expectations. From the time the recruiter told me they'd get back to me at the end of the week until the time they did, an entire month passed. That is just bad form and a lousy candidate experience at its finest.
Ghosting can have a significant impact on job seekers beyond just the immediate feeling of rejection. It can erode confidence, create self-doubt, and lead to a sense of disillusionment with the job search process. The lack of feedback and/or closure also makes it challenging for candidates to improve their skills and performance in future applications and interview processes.
Recruiters play a crucial role in shaping the candidate experience, and ghosting reflects poorly on their professionalism and empathy toward job seekers. While recruiters may have valid reasons for not moving forward with a candidate, such as changes in the hiring process or internal factors, communication is key in maintaining a positive relationship with candidates. Transparent and timely feedback can go a long way in fostering trust and respect in the recruitment process. It IS a recruiter's responsibility to keep you updated most of the time. We do have to remember that some organizations have coordinators and other positions with in the Recruiting/HR department that often support communicaiton with candidates. When in doubt, if you're a job seeker and unclear what is what or who is responsible for updates, ask the recruiter when you interview or whenever the information is pertinant to you.
Effective communication is the Ecto Containment Unit to ghosting in the job search process. Recruiters should strive to keep candidates informed about the status of their applications, provide constructive feedback where possible, and set clear expectations regarding the next steps. For job seekers, proactive communication can help manage expectations and reduce the uncertainty associated with the application process.
As a job seeker, I do my best to avoid being ghosted, but I cannot control other organizations or people's behaviors. While navigating the challenges of the labor market and ghosting (and trying to avoid it), job seekers can take proactive steps to mitigate its impact but in all honesty, there is no P.K.E Meter to help us. Here are the four things I do to help myself avoid ghosting (there is no sure way to avoid it, unfortunately):
Before the interview ends:
If the interviewer has not provided a timeline for the entire process and when they will get back to me during the current interview stage (what to expect), I ask, "When can I expect to hear back from you?" "What is the expected timeline of this interview process?" Job seekers should ask timeline based question(s) if they have not been given a timeline or explanation of what to expect.
Follow up politely:
After interviews or interactions with recruiters, sending a polite follow-up email shows your continued interest in the role and demonstrates professionalism. Job seekers can ask more about the timeline if it was missed during the interview or reiterate what was said in the interview regarding the timeline and let them know you're looking forward to hearing back, etc.
Network strategically:
Building a strong network of professionals in your industry can open up new opportunities and provide support during the job search process. This does not always ensure you won't be ghosted. I've been ghosted by recruiters for roles I've been referred to more than twice in 2024 so far. It can help lessen your odds of being ghosted and is a practice I still follow.
Seek feedback:
If you receive a rejection or no response from a recruiter, don't hesitate to request feedback on your application or interview performance. Constructive criticism can help you improve for future opportunities. Job seekers likely won't get feedback. Not many recruiters or organizations are comfortable giving feedback. But every once in a while, a job seeker will get that feedback, and those moments are golden nuggets. If you ask me, those golden nuggets of feedback are worth asking every time, even if you only get it back 3% of the time.
Ghosting in the job search process is a frustrating reality that many job seekers face. By understanding the impact of ghosting, the role of recruiters in this practice, and the importance of communication, both candidates and recruiters can work towards creating a more positive and respectful candidate experience. As I continue my own job search journey, I strive to maintain open communication, manage expectations, and cultivate resilience in the face of uncertainty. That's a lot of words when what I should say is, I AM DOING THE BEST I CAN.
Remember, job seeking is a two-way street, and effective communication is the key master to building lasting relationships and fostering mutual respect in the recruitment process. As a recruiter, I want to remind job seekers that recruiters are humans, too. Everyone makes mistakes. Approach your outreach to recruiters and hiring teams with the same humanity and grace you want to see in return - regardless of whether their candidate experience is subpar or exceptional.
Recruiters, if you're struggling to reach out to candidates in the timeframes you promise, I am here to help. I won't let you pick my brain; I need the whole thing. I will, however, lend you 10-20 minutes to troubleshoot this with you to get you on the right path towards never ghosting again! Sign up for 1:1 recruiter coaching with me (first call is free) here.
Let's strive to eliminate candidate ghosting from the job search landscape and create a more transparent and empathetic environment for all humans involved, both candidates and the organizations they are interviewing with.
Thank you for continuing to join me as I share my surprising discoveries and either confirm or debunk my own assumptions along the way. I invite you to not only follow my job-seeking blog series but to be part of it by sharing your experiences by sharing below in this blog post's comment section.
Whether it is day one of your job search or day 121, let's buckle up, and go on this job-seeking journey together! "We aint afraid of no ghost!"
Your use of Ghostbusters entertained me. Like you, I’m tired of being ghosted and ignored. If only more recruiters were like you, Rachel. Life for job seekers would still be stressful but we’d at the least know our recruiter is in our corner in spite of the hiring outcomes. Bless you.