Almost every recruiter has experienced this. You schedule an interview, send reminders, and follow up, only for candidates to ghost. And when they disappear, the fallout lands on you.
It starts looking like you do not know your job. This is not to mention all that time spent reviewing CVs and doing follow-ups.
This is especially frustrating for lots of recruiters, leaving them to start all over again.
In this guide, we are going to show you what to do to reduce candidate ghosting drastically. After reading this, you would have learnt how to recognise the warning signs early. But before we go into specifics, let’s understand why candidates ghost at all.
They never really wanted the job
Some people apply out of pressure or curiosity, not genuine interest. So once things start getting serious, they back off.
They lose interest
Maybe the job sounded good at first, but as the process drags on or details become clearer, it doesn’t feel like the right fit to them. Sometimes it could be the salary. Other times, it’s the candidate's experience during the hiring process.
They got a better offer
Every experienced recruiter should know that most candidates are applying to multiple jobs. So if another company moves faster, offers a better salary, or just makes them feel wanted, they’ll take it.
The candidate experience was poor
If your process is too slow, confusing, or lacks communication, candidates lose interest. No one wants to feel like they’re being ignored or treated like just another number. That's why many choose to walk away without saying anything.
They’re afraid of saying no
Some people simply don’t know how to turn down an offer. They don’t want to sound rude or disappoint you, so instead of sending a message, they avoid the conversation completely.
They’re disorganised or overwhelmed
Not everyone manages their job search well. Some candidates miss emails, forget interview times, or mix things up because they’re talking to too many companies at once.
Something came up in their personal life
Sometimes it’s not about the job at all. A family issue or health problem may come up. And instead of explaining, they just stop replying.
Ghosting is often predictable. Most candidates don’t just ghost out of nowhere. There are usually small signs along the way. Once you know what to look for at each stage of the process, it becomes easier to plan accordingly.
The CV doesn’t fit the role
If a candidate hasn’t taken the time to show how they fit the specific position, chances are they are applying just to apply, not because they actually want this job. And if they’re not that interested from the start, there’s a higher chance they’ll disappear mid-process. A candidate who uses MyJobMag CV Matcher will likely not ghost because that alone shows genuine interest to fit the role.
No cover letter or personal touch
Not every job requires a formal cover letter, but when someone sends a completely blank application with no greeting, no note, no explanation for their interest, it shows minimal effort. Especially for roles that involve communication or client interaction, this lack of engagement can be a red flag.
They take forever to reply
If you email a candidate and it takes them three days or a week to reply with “Sounds good” or “Okay” and no other context, that’s worth noting. Enthusiastic candidates usually respond within a reasonable time and ask questions.
They reschedule again and again
Everyone deserves some grace, but when someone reschedules more than once, especially with short notice or no clear reason, that’s usually a sign they are not prioritising your process. Repeated rescheduling can be a soft warning that they will ghost.
They don’t confirm interviews until you chase them
Candidates who are interested usually acknowledge and confirm appointments quickly. If they’re dragging their feet, it is a sign they are unsure whether they even want to show up.
They can’t remember they applied for the job
If a candidate doesn’t remember applying or seems confused about which role you're referring to, it could mean they’re not keeping track of their applications. This lack of clarity can make it harder to have a focused, productive conversation and may signal low engagement with the process.
They ask no real questions about the job
People who plan to ghost often start pulling away during the interview itself. When a candidate is genuinely interested, they’re curious. They will want to know about the team, the goals, the culture, and the challenges of the role. If they don’t ask anything meaningful, just “what’s the salary?” or “is it remote?”, it might mean they’re not seeing this as a long-term fit. Candidates who ghost often show this type of surface-level engagement.
They are evasive when you ask about timing or next steps
If you ask when they’d be available for the next round or when they could start, and they reply with vague answers like “I’ll have to see” or “Let me get back to you,” that is your sign.
The interview or communication seems forced
This means when the candidate’s answers are short or they seem like they’re just trying to get through it. This kind of behaviour shows you exactly where their head is. If a candidate isn’t fully present during the interview, there’s a good chance they are not planning to follow through afterwards.
They keep asking for more time without a clear reason
It’s totally fair for a candidate to want a day or two to think about an offer. But when someone keeps saying “Can I get back to you next week?” without offering any explanation, it is likely they are either waiting on another offer or trying to avoid turning you down directly.
They avoid committing to a start date
You send the offer. They say it looks good. But when you ask about a start date, they dodge the question. Serious candidates usually have no problem setting a timeline. If they won’t commit, it may be because they don’t plan to follow through
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1. Set expectations early
From the first call, tell candidates what the hiring process will look like. How many interviews they will go through. Who they will speak with. How soon they should expect feedback. When candidates know what’s coming, they’re less likely to lose interest halfway through.
2. Keep communication consistent
Candidates ghost when they feel disconnected. Don’t just disappear between stages like most recruiters. Even a simple message goes a long way.
3. Make it easy for them to say no
Ghosting usually comes from avoidance. Some candidates aren’t trying to be rude. The majority of them just don’t want to deal with the discomfort of saying “this isn’t for me.” So, remove the pressure. Let them know that if at any point they feel the role isn’t the right fit, they’re free to let you know. Ironically, the more freedom you give them to walk away honestly, the less likely they are to ghost you.
4. Move faster
Candidates today are moving fast and if your process is dragging, they won’t wait. Long gaps between interviews or delayed feedback are one of the biggest reasons candidates vanish. If they feel like you are not serious, they will match your energy.
5. Watch out for red flags early
In addition to some of the red flags we pointed earlier, if a candidate is slow to reply or keeps rescheduling, don’t ignore it. The signs are always there.
6. Ask the right questions
Stop asking questions like “What are your strengths?” Ask the right questions such as “What are you looking for right now?” “Why are you leaving your current job?” Their response will expose the likelihood of ghosting.
7. Always confirm
Don’t assume they will show up. Confirm every interview the day before or even the same day. A quick confirmation can save you from a candidate who will back out.
8. Add a small commitment step
Before the next stage, ask them to do something simple like answer a quick question or send a short note. It doesn’t have to be too serious. Just enough to see if they’re engaged. If they ignore it, that’s your sign there.
9. Improve your employer branding and candidate experience
Candidates look you up. A strong brand builds credibility. But beyond that, your hiring process or how you treat people during hiring shapes their experience. People are far less likely to ghost a company or recruiter that treats them well during the interview.
10. Take notes
Even with all the right steps, some candidates will still ghost. So instead of getting frustrated, document the patterns. At what point of the hiring process are they dropping off? What feedback do you keep hearing? Every ghost is data. Use it to tighten your process and spot risk earlier next time.
1. Flag and filter them for the future
If a candidate ghosts you once, note it. You don’t have to blacklist them forever, but don’t treat them like a priority next time. Time is money. Invest it in people who respect the process.
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2. Shortlist backup candidates early
Always have a “plan B” waiting. Don’t get caught off guard with one strong maybe. If you’re putting your hope on just one person, the effect of ghosting will hit harder. But if you’re already warming others up, it is easier to bounce back.
3. Start tracking ghosting patterns
Ask questions like is it always the same role? Is it the same recruiter? Use a spreadsheet if you must to document things. Ghosting usually reveals something off.
4. Look back at signals
Most candidates who ghost drop clues early. The smart teams learn to spot them before wasting time. Were they vague about timelines? Delayed replies? Low enthusiasm?
5. Automate a fallback message
Set up a triggered message that politely confirms their withdrawal and frees your calendar. This is a good example: "Dear Applicant, since we haven’t heard back, we’ll assume you’re stepping away. If anything changes, feel free to reconnect."
When it comes to hiring, ghosting is inevitable. You can’t control people, but you can control your process. Learn to keep your pipeline tight and stop wasting time on candidates who aren’t serious. The ones who want the job will show up.
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