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7 Reasons Why Recruiters Ghost Candidates and How to Handle It

Updated: Jan 31

Have you ever poured your heart and soul into tailoring your resume, crafting your job application, and preparing for an interview, only to experience a frustrating absence of a recruiter's response? Left hanging, puzzled and frustrated, you wonder: why do recruiters ghost candidates?

Short answer: Recruiters can ghost candidates for various reasons, ranging from the overwhelming volume of applications to changes in company structure. Long answer: Keep reading.

Before I dig into why a recruiter might have ghosted you, let me say this:

Regardless of the cause, we both know how disheartening it is to invest countless hours perfecting your resume, gearing up for an interview, and even carefully ironing your interview outfit to show your best self with hopes of a new job opportunity... only to be met with deafening silence.

And let's face it: This unfortunate scenario occurs more frequently than you might expect.

Having been in HR and recruitment since 2014, I've decided to peel back the curtain and provide some insider information on why recruiters ghost candidates.

If this happened to you—first, I'm so sorry! Second, you're in the right place. Here, you'll find valuable advice to help you handle this situation.

By the way, while you're at it, check how you can improve your resume to ensure it stands out:

Disclaimer: This article includes relevant affiliate links to services, resources, and tools I wholeheartedly recommend. If you buy something through these links, I get a small commission at no extra cost to you. Your purchase helps me share more helpful content. Thanks if you choose to support me this way!


What is ghosting in the context of recruitment?

In recruiting, ghosting refers to abruptly cutting off communication with a candidate.

That's when a recruiter or hiring manager suddenly stops responding to a candidate's emails, calls, or messages without explanation or follow-up.

As a job seeker, few things are more frustrating than experiencing recruiter ghosting. It robs you of essential closure, leaving you wondering what went wrong or if there's a chance to progress in the hiring process.

Understanding why ghosting happens helps you understand the situation better, enabling you to navigate your job search and recruitment processes more effectively.

Understanding why ghosting happens helps you understand the situation better, enabling you to navigate your job search and recruitment processes more effectively.


7 Reasons Why Recruiters Ghost

Having been in the HR and recruitment world for nearly ten years, I've gained insights into the leading reasons behind this practice. I'm not here to defend it but to shed light on what's really going on and why. This way, you can better understand how to handle these situations.

That said, let's look at the top 7 reasons why ghosting happens in recruitment.

1. High Volume of Applications

With numerous candidates applying for limited positions, recruiters often find themselves overwhelmed and unable to respond to every applicant, leaving them in the dark about the status of their application. This overwhelming workload can lead to unintentional ghosting.

A high volume of applications leads to overwhelmed recruiters being unable to respond to all candidates, prioritizing other needle-moving tasks over maintaining consistent communication with all job applicants.

I know it's hard to accept it after you've put a lot of time, effort, and hope into your job application. But it's keep this in mind—it's nothing personal, it's just business.

2. Changes in Priorities or Company Structure

Recruitment is a constantly evolving process. Companies frequently adjust their position requirements as they acquire more information or face new challenges. This shift in priorities can prompt recruiters to reconsider the compatibility of candidates who once appeared suitable.

Consequently, *you guessed it*, candidates might get ghosted if their skills and experience no longer match the updated job criteria.

Additionally, internal company changes can also impact the recruiting process. For example, organizational restructuring, budget constraints, or strategic shifts may prompt companies to put hiring on hold or move in a different direction. In such cases, recruiters may be unable to continue engaging with candidates.

The point is companies are often dealing with numerous behind-the-scenes factors. And unfortunately, these internal matters can affect you as an applicant.

Close up of wooden cubes with letters that spell the word "change"

3. Lack of Time and Resources

Recruiters often face numerous responsibilities, such as sourcing candidates, screening resumes, interviewing, and managing job postings. This leaves recruiters with little time to dedicate to candidate communication.

Similarly, some companies lack adequate technology for efficient candidate management.

Modern recruiting demands require proper applicant tracking systems (ATS) and communication tools. So, if these tools are outdated, lack integration, or are difficult to use, recruiters may find it challenging to manage candidate communication effectively.

4. Fear of Providing Negative Feedback

Providing constructive criticism is something that many people, including recruiters, find difficult.

The fear of how the candidate will react and the potential for damaging the employer brand often leads to hesitation in giving honest feedback. This fear can stem from a lack of training or experience in effectively delivering feedback.

As a result, they may choose to avoid the uncomfortable conversation altogether by opting for silence or, in other words, ghosting the candidate.

It can be beneficial for you to initiate a follow-up and express your interest in receiving feedback.

Politely ask for specific areas where your application or interview could be improved.

This may provide valuable insights for future applications and showcase your commitment, enhancing your chances of securing the job.

Top view of two men sitting across each other at a wooden table during a job interview.

5. Unforeseen Personal or Professional Events

Unforeseen personal or professional emergencies, vacations, or unexpected workloads can divert a recruiter's focus and lead to unintentional ghosting.

Like anyone else, recruiters can face sudden and urgent situations that demand immediate attention. These could encompass personal crises, unforeseen work-related challenges, or sick leaves. Consequently, these events might disrupt their capacity to maintain ongoing candidate communication.

Also, recruiters are often first on the list for layoffs. Or they might have quit. If something like that happens on the company's end, there may be internal miscommunication over who is taking their candidates, ultimately resulting in ghosting.

6. Recruiter's Poor Performance

As in any field, there are outstanding and there are poor performers.

When recruiters struggle to meet their targets or face issues in finding suitable candidates for a position, some may decide to cut corners and ghost candidates to speed up their process.

Some recruiters might have poor organizational skills, lack motivation, or face difficulties in managing follow-ups, all of which can result in candidates being ignored.

Don't let someone else's poor performance deter you from pursuing your career goals.

7. Red Flags in a Candidate's Behavior

Last but not least, one significant reason recruiters resort to ghosting is the actions of candidates.

More precisely, two common candidate behaviors often leave recruiters scratching their heads:

a. incomplete or inaccurate applications

b. unprofessional behavior at any stage of the hiring process, including the email exchange between interviews.

Picture this from a recruiter's perspective: they seek a candidate who pays attention to detail, portrays themselves in the best light, and communicates professionally. When these vital elements are missing, it raises concerns about how the candidate might handle tasks and interactions on the job. Incomplete or inaccurate applications may signal a lack of thoroughness or genuine interest, while unprofessional behavior can question a candidate's suitability for the company culture and team dynamics. So, ensuring your application is meticulous and your behavior is top-notch throughout the hiring journey, including email exchanges between interviews, is more crucial than you might think.


What to Do if a Recruiter Has Ghosted You?

So, you did everything right—you've tailored your job application, aced the interview, followed up diligently, and then... radio silence. (I feel the need to apologize on behalf of all recruiters—so sorry!) Please don't let this discourage you. Here's what you should do instead:

Step 1: Reflect

First, remember that this is a common scenario for many candidates.

Don't internalize it as a personal failure. Reflect on the situation objectively.

Did you tailor your job application? Were you professional and polite in your communication with the recruiter? Did you meet all their requirements during the process? Often, you'll find that you did everything right, and the lack of response is beyond your control. If there is something to improve, learn from it and move on.

Step 2: Gentle Follow-Up

Before giving up on that opportunity, consider a gentle follow-up email to check in. Keep it professional and polite; just nudging to see if there's been an update. Reiterate your interest in the position and inquire about the status of your application.

This shows your continued interest and prompts the recruiter to respond or provide some closure.

Step 3: Keep Exploring Opportunities

While waiting for a response, keep applying and exploring other opportunities.

Don't let one instance of ghosting deter you from finding the perfect fit. Stay persistent, stay positive, and keep pushing forward. Your dream role might be just an application away.


5 Tips for Avoiding Getting Ghosted by Recruiters

You can't control or prevent every reason for ghosting. But you can do a few things to minimize the odds of it happening in the future.

Tailor your job application.

Craft a job application that mirrors the specific needs and expectations outlined in the job description. Highlight your strengths, experience, and achievements, emphasizing how they align with the role and the company's values.

Having a tailored application makes it much harder for recruiters to ignore you.

Come prepared

Arm yourself with comprehensive knowledge about the company, its culture, and the role you're applying for. Prepare thoughtful questions that showcase your understanding and enthusiasm. Practice common interview questions to ensure your responses are confident and concise.

The effort you put into your preparation is always noticeable.

Even if you don't pass an interview, showing enthusiasm, knowledge about the company, and a genuine desire to join them makes a lasting impression. And that positive mark you leave makes it challenging for them to ghost you or vanish without a trace.

Ask about the timeline.

During the interview or application process, politely inquire about the recruitment timeline.

Understanding when you can expect to hear back provides clarity and allows you to plan your next steps accordingly.

Plus, if the recruiter says they'll reach out in a week or two, it significantly boosts the chances of them sticking to it. That might not have happened if you hadn't brought up the timeline in the conversation.

Close up of three pages of a white calendar

Follow up.

Send a follow-up email shortly after the interview, reiterating your appreciation for the opportunity to interview. Express your continued interest in the position and inquire about the expected decision date.

This reaffirms your enthusiasm for the role and keeps the lines of communication open.


Key takeaways

There's a cliche breakup phrase that summarizes most of the seven common reasons recruiters ghost candidates: It's not you ― it's them.

Ultimately, recruiters ghosting candidates says more about the recruiter and company culture than the candidates.

Although I know this information won't magically make you feel better if you've recently been ghosted, it helps to understand that not all aspects of the application process are within your control. In fact, as you can now see, many of them aren't.

However, there are some steps you can take to avoid being ghosted in the future:

  • Invest time in tailoring your application to the job.

  • Prepare well for every conversation with a recruiter and hiring manager.

  • Ask about the timeline to be able to plan your follow-ups accordingly.

  • Follow up if it feels like too much time has passed.

Finally, don't let ghosting discourage you from going after new career opportunities. Keep applying and giving your best. The right opportunity will come, and it will all be worth it.

Disclaimer: This article includes affiliate links. If you shop through these links, I might earn a commission, making this site fully reader-supported. Big thanks for your support!


What's Next?

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Ana Colak Fustin, founder of ByRecruiters. Business woman headshot.

Ana Colak-Fustin

Hi—I'm Ana! A recruiter, HR consultant, and founder of My career advice and job search tools have been featured in Yahoo News, The Muse, Jobscan, A Better HR Business, and other global media. Over 8,000 professionals have used my resume templates to land new jobs and power up their careers. Ready to join them? Your success story starts here.

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