The recruitment landscape has shifted dramatically over the last decade. Previously a buyer’s market, recruiters had plenty of applicants to choose from, often with a surplus of qualified candidates vying for each role. This allowed for a more selective, and at times, less communicative approach to hiring – few considered a way to properly manage their rejection process.
This has now left many businesses vulnerable to a silent but pervasive problem: “ghosting.” In 2025, the UK labour market continues to present challenges for employers. While there have been some fluctuations, recent data from the Office for National Statistics indicates a complex picture. The number of payrolled employees has seen a slight decline, and importantly, the estimated number of vacancies has fallen significantly, indicating a tightening market where there are now 2.3 people seeking work per vacancy available – the most challenging labour market in recent years. This means that while some sectors may see an increase in job postings, overall, the pool of readily available talent may be smaller, and candidates have more options.
In an environment where talent is a premium, the act of ghosting – whether by employers or candidates – has become particularly damaging. While we often hear about candidates ghosting employers (like failing to show up for interviews or accept offers), employer ghosting is just as prevalent and far more detrimental to a business’s long-term success.
The Ripple Effects
When a business ghosts a candidate, it’s not just a polite oversight; it sends ripples of negativity that can severely impact a company’s brand and bottom line.
Consider the pervasive impact of employer ghosting on younger generations entering the workforce. A survey of 102 Gen Z jobseekers by Pollen Careers revealed that a staggering 50% experienced being ghosted by employers, as highlighted in our previous article. This widespread issue contributes to significant frustration and disillusionment among young people struggling to find employment, presenting a substantial challenge to the overall market by eroding trust and making it harder for new talent to establish a foothold.
Reputation Ruin
In today’s hyper-connected world, word travels fast. Ghosted candidates are increasingly likely to share their negative experiences online, on social media platforms, and review sites like Glassdoor. This public shaming can quickly tarnish your employer brand, making it harder to attract top talent in the future. Studies show that a large percentage of job seekers will share their bad experiences, and many would actively tell others not to work for that company.
Shrinking Talent Pool
A bad reputation deters future applicants. When potential candidates see negative reviews about a company’s hiring practices, they are less likely to apply, even for highly desirable roles. This further exacerbates the challenges of a tightening labour market, limiting your access to the skilled individuals you need to grow.
Loss of Potential Customers
Every candidate is a potential customer. A negative recruitment experience can turn a prospective customer into a detractor, impacting your sales and overall business growth. This is particularly true in professional services, where a ghosted candidate might even become a decision-maker for a future client.
Damaged Employee Morale and Referrals
Current employees are often a great source of referrals. However, if they witness their company ghosting candidates, it can erode their trust and pride in the business. They may become less inclined to refer their network, and in some cases, it can even affect their own morale and productivity. No employee wants to be associated with a company known for unprofessional conduct.
Wasted Time and Resources
Ghosting at any stage, especially after interviews, means that the time and resources invested in screening, interviewing, and potentially even preparing offers for candidates go to waste. This necessitates restarting the recruitment process, leading to delays in filling critical positions and hindering project timelines.
Difficulty in Rehiring
You never know when paths might cross again. A candidate ghosted today could be a highly sought-after professional or a key stakeholder in a future business deal. Burning bridges through poor communication can have unforeseen and damaging consequences down the line.
Conclusion
In a market where qualified talent is increasingly scarce, businesses simply cannot afford the luxury of poor communication in their recruitment process. Embracing transparency, providing timely feedback, and treating every candidate with respect are no longer just good practices – they are essential for business survival and growth.
