
Ghosting candidates are one of the biggest challenges businesses face in recruitment. You spend time and resources finding the right person, conducting interviews, and then—poof!—they disappear without a word. It can be incredibly frustrating, and it leaves your business in a tricky position, delaying recruitment and damaging your employer brand. But don’t worry, there are steps you can take to prevent candidates from vanishing into thin air.
Understanding why candidates ghost
The first step in solving the ghosting problem is to understand why it happens. Candidates might ghost for several reasons:
- They’ve accepted another offer and don’t want to face an awkward conversation.
- They lose interest in the role due to a long hiring process.
- They feel disconnected if communication from your side is infrequent or unclear.
- They get discouraged by unclear expectations or mixed signals during interviews.
By addressing these underlying causes, you can start to reduce ghosting.
Improve communication Clear and regular communication is crucial in keeping candidates engaged. From the moment they apply, make sure they know where they stand. Provide updates at each stage of the process, and don’t leave them hanging. Consider using an applicant tracking system (ATS) to streamline communications and ensure nothing falls through the cracks.
Shorten your hiring process Lengthy hiring processes can be a major turn-off for candidates. If it takes too long to make decisions, candidates may lose interest or accept another offer. Speed up the process by:
- Pre-scheduling interviews where possible.
- Streamlining internal decision-making.
- Keeping candidates informed about the timeline.
Sell your employer brand
Your employer brand plays a significant role in whether candidates stay interested. Ensure that your job ads and interview processes reflect a positive and engaging workplace. Showcase your values, culture, and what makes working for your company unique. Candidates are more likely to stick around when they feel excited about joining your team.
Set clear expectations
Make sure candidates know exactly what to expect during each stage of the process. Explain how many interviews there will be, what kind of assessments or presentations might be involved, and when they can expect to hear back. Clear communication reduces uncertainty and gives candidates confidence in your process.
Offer flexibility
Candidates often have multiple opportunities on the go, so offering some flexibility can make a big difference. Whether it’s in scheduling interviews or offering hybrid work options, showing that you’re willing to adapt can increase your appeal and prevent ghosting.
Follow up
If a candidate seems to be ghosting you, don’t be afraid to follow up. Sometimes life gets in the way, and a simple reminder can bring them back on board. Sending a friendly, non-intrusive message can make all the difference in re-engaging a candidate.
Ghosting is a frustrating part of the recruitment process, but it’s not unsolvable. By improving communication, speeding up your hiring process, and keeping candidates engaged through strong employer branding, you can greatly reduce the chances of ghosting. And if it does happen? Stay professional and maintain a positive attitude—there’s always the next great candidate around the corner!
About the HR expert
Sam Lee is the founder and Managing Director of McGin-Lee HR, with over 25 years of experience helping businesses navigate complex HR challenges. Specialising in recruitment, employee relations, compliance, and building positive workplace cultures, Sam works with businesses of all sizes to create tailored HR solutions. Known for her no-nonsense, ethical approach, Sam helps companies overcome their ‘peopley problems’ while fostering sustainable growth.
Whether you’re struggling with ghosting candidates or need help refining your HR processes, Sam is here to provide practical, affordable solutions that drive real results.

Get in touch to see how McGin-Lee HR can support your business: sa******@mc*********.uk
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