GHOSTED BY THE CLIENT: THE NEW HORROR STORY IN RECRUITMENT
Last year, recruiters everywhere were swapping spooky tales about candidates who disappeared without a trace. Interviews were booked, offers were made, and then…poof! Silence. One day they were there, the next, gone. Recruiters were left clutching their phones, wondering if they’d imagined the whole thing.
However, this year, the plot twist no one saw coming. It’s now the clients who are doing the ghosting!
Across the industry, recruiters are reporting eerie silences after submitting handpicked candidates. Once “urgent” roles have vanished into thin air. Follow-up emails disappear into the void. Phone calls go unanswered. It’s enough to make even the most seasoned recruiter shiver.
While business priorities shift all the time (that part isn’t scary), what really sends a chill down recruiters’ spines is the silence.
Recruiters dedicate time, expertise, and energy to finding strong matches. When clients vanish without explanation, it leaves candidates in limbo and recruiters chasing shadows. The result? Stranded candidates, frustrated recruiters, and relationships that feel… cursed.
Why are clients pulling a disappearing act?
Ghost stories are always scarier when you don’t know what caused them, but in recruitment, the reasons behind client ghosting are more predictable than they seem.
- Shifting priorities
Budgets shrink. Roles are restructured. A surprise hiring freeze is announced at the eleventh hour. These things happen, but instead of a clear “not right now,” some clients vanish, hoping silence will soften the blow. Spoiler: it doesn’t.
Imagine a recruiter spending weeks finding the perfect candidate, prepping them, guiding them through interviews, only for the company to quietly shelve the role. Without communication, everyone’s left waiting in the dark. No closure, no clarity, just cobwebs of confusion.
- Too many spirits in the room
Recruitment can turn into a crowded séance. Hiring managers, HR representatives, department heads, all trying to summon the “perfect hire.” The more people involved, the easier it is for decision-making to stall. One manager hesitates, another raises concerns, and suddenly the recruiter is met with silence. No one intends to ghost, but the result feels exactly the same.
- Market uncertainty
When the economy gets spooky, companies get skittish. One day a role is “top priority,” and the next it’s quietly buried. Candidates who were enthusiastic about an opportunity are left wondering if the company itself is unstable. For clients, silence might feel like the safe move, but it’s the communication that keeps everyone grounded.
The silence after interviews
Perhaps the most chilling form of client ghosting happens after a candidate has interviewed.
Recruiters often find themselves chasing feedback multiple times, receiving little more than echoes in return. For candidates, the silence is particularly discouraging. They’ve invested hours researching the company, preparing for questions, and demonstrating their skills, only to be left waiting with no closure.
This limbo isn’t just frustrating; it has real consequences. Candidates may:
- Lose confidence in the company’s professionalism
- Withdraw from the process altogether
- Accept another role, leaving the client scrambling when they finally do decide to move forward.
For recruiters, the silence creates its own nightmare. Keeping candidates engaged requires constant check-ins and reassurance, even when there’s nothing new to report. This drains time and resources, while also straining recruiter-client trust.
Clear, prompt feedback, on the other hand, shows respect for the candidate and strengthens the employer brand. Even if someone isn’t the right fit, the way they’re treated during the process will shape how they view the company in the future.
As with any ghost story, the unknown is always the most terrifying part.
How to banish the ghosts
Ghosting doesn’t have to be part of your hiring horror story. With a few simple practices, recruiters and clients can bring the process back from the dead.
- Set expectations early
Agree upfront on timelines, feedback loops, and who’s responsible for what. When everyone knows how communication will flow, it’s harder for things to go dark.
- Keep the lantern lit
Regular updates, even short ones, keeps everyone out of the haunted house of uncertainty. A quick “no update yet” beats silence every time.
Consistency builds trust. Candidates feel valued, recruiters stay aligned, and clients protect their reputation. A short message can go a long way in keeping everyone engaged.
- Acknowledge the human side
Recruitment isn’t just a transaction, it’s deeply human. Candidates invest time, energy, and emotion into presenting their best selves. Recruiters invest effort into sourcing, preparing, and advocating for them.
When communication disappears, it isn’t just inconvenient; it’s discouraging. A quick update, even a disappointing one, shows respect for that investment. It prevents frustration from turning into resentment and keeps relationships strong.
- Be transparent when priorities change
Roles get paused. Budgets shift. That’s fine, just say so! Transparency builds trust and saves everyone time (and sanity). Recruiters value candour, and candidates respect it too.
- Treat feedback as non-negotiable
Feedback isn’t a nice-to-have, it’s a professional must. Share it promptly, honestly, and constructively. Because the only thing worse than a ghosted candidate…is a ghosted reputation.
A final word
This Halloween, ghost stories might be fun to tell, but in recruitment, they leave everyone with more tricks than treats.
A little transparency, a few timely updates, and a touch of empathy can keep the hiring process alive and well.
Because in the end, no recruiter (and no candidate) wants to spend their days chasing ghosts.
