The Truth Behind Recruiter Ghosting and How to deal with it.

Recruiter Ghosting

As a recruiter and a career coach for over a decade, I know how frustrating it can be to apply for a job, go through the interview process, and never hear back from the company. You might wonder what you did wrong or if they ever considered you. You might feel angry, disappointed, or discouraged. You might also lose trust in the hiring process and the recruiter ghosting.

This phenomenon of disappearing without any explanation or feedback is known as ghosting, and it’s becoming more common in the job market. According to a survey by Indeed, 83% of employers said candidates have ghosted them in the past year, and 18% of job seekers said they have ghosted employers.

But why do recruiters ghost candidates? And what can you do if a recruiter ghosts you? In this blog post, I will share some reasons why recruiters ghost candidates, some tips on handling it and moving on, and some personal insights from my experience as a recruiter and a career coach.

Reasons Why Recruiters Ghost Candidates

There are many possible reasons why a recruiter might stop communicating with you after an interview. Some are related to the company’s situation, some to the recruiter’s workload, and some to the candidate’s profile. Here are some of the most common ones:

The Company Is No Longer Hiring for the Role.

Sometimes, things change internally in a company, affecting their hiring plans. For example, they might have budget cuts, reorganizations, mergers, acquisitions, or shifts in strategy.

These changes may cancel or postpone the hiring process for specific roles or reduce the number of openings. In these cases, the recruiter might need more authority or information to update you on the status of your application.

The Company Has Hired Someone Else.

A recruiter might ghost you because they have already filled the position with another candidate. This might happen if they have a tight deadline or a large pool of applicants.

They might need more time or resources to notify every candidate who still needs to be selected. They should also avoid giving negative feedback or dealing with unhappy candidates.

The Company Is Still Deciding on the Best Candidate.

Sometimes, the hiring process can take longer than expected, especially if there are multiple rounds of interviews or assessments.

The recruiter might be waiting for feedback from the hiring manager or other stakeholders before making a final decision.

They might also be negotiating with their top choices or checking their references. In these cases, the recruiter might only have updates to share with you once they have a clear outcome.

Your Salary Expectations Are Out of Budget.

One of the factors that can influence the hiring decision is your salary expectations. If you ask for a salary that is too high for the company’s budget, they might need help to match it or negotiate with you.

They might also think you need to be more qualified or interested in the role. In these cases, the recruiter might ghost you to save your time and theirs.

You Need to Be a Better Fit for the Role or the Company Culture.

Another factor influencing the hiring decision is your fit for the position and the company culture. It would be best if you had the skills, experience, or qualifications they are looking for to consider you a viable candidate.

They might not see you as a potential employee if you don’t align with their values, vision, or mission. In these cases, the recruiter might ghost you because they don’t want to hurt your feelings or give you false hope.

How to Deal with Recruiter Ghosting

Accepting and moving on can be challenging if a recruiter ghosts you after an interview. However, there are some things you can do to cope with it and improve your chances of finding another opportunity. Here are some tips:

Follow Up Politely and Professionally.

The first thing you can do if you don’t hear back from a recruiter after an interview is to follow up with them politely and professionally. You can email them or message thanking them for their time and expressing your interest in the role.

You can also ask them if they have any updates on your application status or need additional information. You can follow up once or twice within a reasonable timeframe (usually one or two weeks), but don’t be too pushy or aggressive.

Don’t Take It Personally.

The second thing you can do if a recruiter ghosts you is not taking it personally. Remember that many factors can affect their decision and communication, and most of them are not related to you as a person.

Don’t let their silence affect your self-esteem or confidence. Refrain from assuming you did something wrong or are not good enough for the job. Instead, focus on your strengths and achievements and learn from your experience.

Seek Feedback from Other Sources.

The third thing you can do if a recruiter ghosts you is to seek input from other sources. You can ask company or industry contacts for their insights or advice on your application if you have company or industry contacts.

You can also ask for feedback from friends, family, mentors, or coaches who can help you improve your resume, cover letter, or interview skills.

You can also use online tools or platforms that can provide you with feedback or ratings on your performance.

Keep Applying for Other Jobs.

The fourth thing you can do if a recruiter ghosts you is to keep applying for other jobs. Put all your eggs in one basket, and continue your job search once you have a written offer and a start date.

There are many opportunities; you never know when you might find the right one. Keep networking, researching, and applying for jobs that match your skills, interests, and goals.

Keep an open mind and a positive attitude, and don’t give up on your dreams.

Personal Insights from a Recruiter and a Career Coach

I write this article because most of the talent who come to us seeking career coaching guidance always say the same thing: that a recruiter has ghosted them. It’s hard for them to move forward because they have low self-confidence after experiencing this issue.

As a person who runs a recruitment company, I’m very strict about reminding my recruiters that no matter what, they never ghost a candidate.

Good news or bad news, they have to let the candidate know where they stand so they know how to move forward with their job search.

Ghosting is unprofessional, disrespectful, and harmful to both the recruiter and the candidate.

Ghosting can damage the reputation and brand of the company and the recruiter, as well as the trust and relationship between them and the candidate.

Ghosting can also hurt the morale and motivation of the candidate and their chances of finding another job.

That’s why I encourage everyone in this industry to always provide honest and constructive feedback to every candidate they interact with, whether they are hired or not.

In my company, we also update them on their application status and let them know if there are any changes or delays in the hiring process. I am also empathetic and supportive of their situation and goals, offering them advice or referrals if possible.

At Career Pond, we are not only doing our part as recruiters but also as career coaches. We are helping candidates improve their skills, confidence, and chances of finding their dream job.

We also want to build long-term relationships with them based on trust and respect, which can benefit both parties in the future.

Jayous Mata

jayous mata

Founder & MD @ Career Pond | Global Recruitment Solutions | Global Employment of Record | Company Incorporation

Notice: Undefined index: url in /home/careerpo/public_html/wp-content/plugins/addons-elementor/widgets/header-widget/header-widget.php on line 136

About Author


In this Guide

Simplify your recruitment process today. Career Pond helps you hire top talent in Asia and beyond.

Speak to Our Consultants

We recruit outstanding talent across Asia for all industries, roles, and specialisms.

  • Access top quality talent with our local on-the-ground experts.
  • Recruit in 13+ markets in Asia and the Middle East.
  • Streamlined process process that reduces time and costs.
  • Work with a partner that serves as an extension of your HR department.