Ghosting Goes Both Ways: A Recruiter’s Honest Take

Let’s talk about ghosting. 

Candidates often share stories about recruiters disappearing after interviews, and that frustration is valid. Silence creates anxiety, confusion, and a feeling of disrespect. No one enjoys being left hanging. But here’s the part we don’t talk about enough: ghosting goes both ways. 

As recruiters, we also experience candidates disappearing; after scheduling interviews, after multiple rounds, sometimes even after accepting offers. It’s more common than many people realise, and it affects the process just as much. 

So why does ghosting happen? 
On the recruiter side, silence isn’t always intentional. Hiring managers delay decisions. Roles get paused or cancelled. Feedback takes longer than promised. Recruiters don’t always control timelines, but we’re often the ones expected to explain them. 

On the candidate side, ghosting usually comes from discomfort, not malice. Awkward conversations are hard. Better offers come up. Job searching is exhausting. Sometimes disappearing feels easier than explaining. 

The problem is that ghosting from either side damages trust. 

It wastes time. It hurts employer brands. It makes candidates more guarded and recruiters more defensive. And it slowly turns what should be a human process into a transactional one. 

Here’s where we can all do better. 

Recruiters can: 

• Set realistic expectations instead of optimistic timelines
• Communicate updates, even when there’s no news
• Send closure messages, even if they’re brief 

Candidates can: 

• Send a simple “I’m withdrawing” message
• Remember that professional exits matter
• Understand that today’s recruiter could be tomorrow’s connection 

A little communication, even when it’s uncomfortable, can completely change the experience.