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In the job market, the phenomenon of 'ghosting' - sudden, unexplained silence from either party during the application process - is a common challenge for both candidates and employers. This article offers strategies for job applicants to improve their response chances and for employers to modernize their recruitment process.
According to a recent survey by job portal Stepstone, over 8,000 respondents reported experiencing ghosting, where no response was given after applying. The majority of these cases (44 percent) occur immediately after submitting documents, while in larger organizations, candidates should bring two to three weeks of patience.
To mitigate ghosting, job applicants can employ several tactics. Career expert Lena Ludwig advises crafting strategic follow-up messages that show professionalism and reduce the recruiter's cognitive load. Instead of generic "just checking in" notes, ask clear, respectful questions like, "Could you provide a rough timeline for next steps, or should I assume the opportunity is no longer active?"
Maintaining a broad and active pipeline by engaging multiple opportunities simultaneously also helps protect emotional bandwidth. Researching company culture and hiring trends through LinkedIn, former employees, or industry contacts can provide insight into why communication may be delayed or absent.
Setting self-imposed decision deadlines for closure and tracking communication histories with companies can help identify which are more professional and responsive. Taking the initiative and sending a friendly email to show interest and leave a positive impression is also advisable, especially if no response is received.
Employers are encouraged to modernize their recruitment process to restore trust, especially with younger candidates like Generation Z, who cite outdated processes, slow responses, and lack of transparency as reasons for disengagement. Transparent, speedy, and respectful communication builds candidate loyalty and reduces ghosting from both sides.
If a company communicates poorly during the application process, it might be a sign of how it operates in daily business. If there has been personal contact, calling the responsible contact person can bring clarity. Lena Ludwig advises not to be discouraged by a lack of response to follow-ups, as it can provide valuable information about the company's operating style. In return, applicants should expect their time and effort to be taken seriously and ask respectfully and actively if nothing happens for a long time.
A transparent and respectful application process is an important signal for company culture. By embracing clear, respectful dialogue and realistic expectations, both companies and applicants can combat ghosting - a common but avoidable challenge in today's hiring landscape.
Job applicants can reduce incidences of ghosting by crafting strategic follow-up emails that show professionalism and ask clear, respectful questions to recruiters. Researching company culture and hiring trends can provide insights into why communication might be delayed or absent (education-and-self-development, career-development).
Employers should modernize their recruitment processes to restore trust, especially with Generation Z, by adopting transparent, speedy, and respectful communication. Transparent interactions foster candidate loyalty, helping combat ghosting (job-search).
