Understanding Employer Ghosting in Job Applications

You have experienced it. I have experienced it. Everyone I know has experienced it to a greater or lesser degree. And that is ghosting when applying for a job – whether it is full-time, part-time, contract, retainer, or a one-time project. Ghosting by employers has unfortunately become a common experience for job seekers, and while frustrating as hell, and I certainly don’t condone it, after all, we are human beings; there are several reasons this might happen:

1. High Volume of Applications: Many companies receive hundreds or even thousands of applications for a single position. Responding to each applicant can be time-consuming; some companies lack the resources or systems to handle this properly. Gone are the days of fully staffed HR departments. Job cuts have taken place everywhere, and what used to be done by two or three people is now done by one person. 
2. Automation in Hiring: Applicant Tracking Systems (ATS) often screen resumes before a human sees them. Your application may be filtered out without any feedback if it doesn’t meet specific keywords or criteria. This one sticks in my craw. It’s suggested that an applicant doesn’t use AI to touch up either their resume or to write a cover letter, and yet, here are the ATS that automate the hiring process to an extent and make the process almost robotic. Yes, it’s unfair, and many candidates who would fit the role perfectly are cast by the wayside without even a chance of an interview, but unfortunately, that is how things are going and are unlikely to change. The AI/ATS genie is out of the bottle with recruiters, and it will be more complicated than ever to stand out to a potential employer. Adaptability is key for the job seeker, and networking is usually the best way to go when looking for a new role. 
3. Phantom Jobs: According to several sources and surveys, fake job ads are growing like weeds in the online world, with anywhere from forty to seventy percent of companies doing it while saying it is morally acceptable and beneficial for business. One reason companies do this it to fool its employees into thinking they are hiring workers to reduce the workload of their current employees. “We’re hiring” is the mantra but then there is a delay, and then another one, and finally, many months later when it has left the collective consciousness of the overworked employees, all traces of the phantom hiring disappears. This reduces company morale and for the job seeker as well as the current employee, it erodes trust in the company. How incongruent that companies rightfully expect honesty from their employees, yet don’t practice it themselves when it comes to hiring. 
4. Lack of Employer Etiquette: Some employers don’t prioritize candidate experience or have not established a formal process for notifying applicants who aren’t selected.
5. Changing Priorities: Companies might pause or cancel hiring for a position due to budget cuts, internal restructuring, or a shift in priorities, leaving applicants in the dark.
6. Poor Communication Practices: Some hiring managers or recruiters may not feel comfortable delivering rejection messages, especially if the decision is close or subjective. Well, suck it up and learn how to feel comfortable doing it. 
7. Overwhelmed Recruiters: HR professionals often manage multiple roles and may struggle to close the loop with every applicant. HR teams are expected to do more with less like everywhere else. 
8. Last-Minute Internal Decisions: A role might be filled internally or by a referral, leading to external candidates being deprioritized without notice.
9. Short-Term Thinking: Some employers don’t consider the long-term reputational impact of ghosting, such as deterring future talent or harming their employer brand.

While ghosting reflects poorly on employers, it’s also worth noting that candidates should expect and demand professional, timely communication as part of a respectful hiring process. You’re not alone in feeling frustrated; many job seekers are increasingly calling out this practice. The sad fact is that the complaints—while vocal and on point—will likely fall on deaf ears to the ones who do this: the recruiters and corporations.