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Last week, after discovering that 40 per cent of job seekers said an employer had ghosted them after a second- or third-round interview, we shared tips to help job seekers avoid being ghosted.
This week we’re looking at the other side – and the statistics behind job seekers ghosting prospective employers are just as bone chilling.
According to a report from job-posting site Indeed, 78 per cent of job seekers admitted to ghosting a prospective employer, up from 68 per cent in 2022.
And employers are feeling the pinch. A whopping 89 per cent say ghosting is causing issues for their business, with 75 per cent reporting it eats up to half of their recruitment budget.
Why are candidates ghosting? The answer isn’t simple; there’s a mix of both practical and emotional factors at play.
Why could-be employees ghost
On the practical side, job seekers often ghost when the position simply isn’t the right fit. Perhaps the role didn’t align with their career goals, the company culture didn’t feel like a match or the compensation wasn’t what they expected. In these cases, candidates might decide that slipping away quietly is easier than an uncomfortable rejection.
But it’s not just logistics that drive ghosting. The emotional reasons are equally as powerful. In fact, 60 per cent of job seekers say they feel ghosting employers is “fair,” since they’ve been ghosted by companies in the past. After ghosting, 29 per cent of job seekers reported feeling relief, and 23 per cent felt empowered. However, the feelings aren’t all positive – half of those surveyed admitted to feeling regret after cutting off communication.
This emotional push-pull highlights an opportunity for employers to build stronger connections with potential hires and prevent ghosting from happening in the first place.
‘Anti-ghosting’ strategies
Interestingly, only 51 per cent of Canadian employers surveyed say they have specific strategies in place to keep candidates engaged throughout the hiring process. This means there’s room for improvement, and the Indeed report offers practical solutions for businesses looking to break the cycle of ghosting.
- Show candidates you have their back: One of the easiest ways to prevent ghosting is by providing clear, transparent communication at every stage of the hiring process. Job seekers appreciate knowing what to expect, whether that’s a timeline for decisions or next steps. If there’s an internal delay, keep candidates in the loop; this small gesture can make a big difference.
- Take control of your employer brand: Building a strong employer brand helps candidates feel confident in your company before they even apply. From social media to careers websites, companies should take ownership of their narrative by highlighting their workplace culture, values and what makes them stand out.
- Use data to drive prevention: Employers should actively seek feedback from employees and candidates to understand what’s working and what’s not. If salary transparency is a common issue that causes candidates to drop out, address it upfront.
- Do your part to break the cycle: Don’t ghost candidates. Even if a candidate isn’t the right fit, take the time to inform them and offer constructive feedback.
As ghosting becomes more prevalent, having a strategy in place to prevent or decrease the occurrences will be key to helping companies stay competitive and optimize their recruitment budgets going forward.
Fast fact
Air Canada pilots win big
42 per cent
That’s how much of a raise Air Canada’s pilots will receive over the next four years, making them Canada’s highest paid flight crews. The pilots pushed to narrow the gap between them and their U.S. counterparts and receive better scheduling provisions.
Career guidance
Why did you let me go?
A worker was terminated and told it was a business decision, and not based on poor performance. They’re wondering if the employer can be this vague about the dismissal.
Experts say that unless you are a unionized employee, companies can fire you for any reason and they aren’t required to provide a reason as long as they pay the correct amount of compensation. The exception would be if you were fired for a discriminatory reason. The experts advise people in this situation review the exit package with an employment lawyer to be aware of all of the entitlements.
Quoted
You’re addicted to … LinkedIn?
“To someone outside the corporate world, LinkedIn’s popularity might sound ridiculous. LinkedIn? Seriously? But the statistics don’t lie. The platform now has 24 million members in Canada, and according to Pew Research, 30 per cent of adult Americans say they use it. That rivals TikTok’s 33 per cent usage, and ranks higher than Reddit and X,” writes Globe and Mail reporter Tim Kiladze.
In his article, Mr. Kiladze interviews experts about how LinkedIn has blossomed into a hub for business insights, but it’s getting toxic. From executives who are enamoured with their engagement metrics, to off-topic rants about things that don’t involve business and posts that were clearly generated by artificial intelligence – how will LinkedIn and its users maintain value and authenticity?
On our radar
Creative compensation
One in three workers say they will be looking for a new job if they don’t get a raise. While “cash is king” for many employees, employers are also getting creative with their overall compensation packages to make them more holistic with features like signing bonuses, subsidized transit or parking or even subsidized child care.
