Why do recruiters ignore us? Many candidates ask this question when looking for a job. Because “ghosting” in recruitment is a practice that has become significantly widespread on the job market in Belgium.
Many candidates never receive a response from the company to which they are applying. A growing trend in Belgium. In 2024, twice as many people were “ghosted” by recruiters compared to the previous year, revealed a survey carried out by the HR services company Acerta and Stepstone Belgium last July.
Why do recruiters ghost?
If more and more workers looking for a new job receive no feedback when applying, job seekers appear to be the hardest hit by this phenomenon. In 2024, 45% of them will already bear witness to this “new” reality. Enough to create uncertainty for the candidate who remains without explanation as to the outcome of his application.
In addition, candidates are invited less and less for an interview. “All this could indicate a slowdown in the economy and a slight decline in the need for additional labor in certain organizations,” explain Acerta experts.
This could also be the consequence of recruitment automation. More and more Belgian companies are using automation tools to sort CVs and manage applications. If a candidate is not selected at an advanced stage, recruiters may leave the communication process hanging, considering automation to take care of it or simply due to negligence.
Other possible cause: a lack of staff. HR teams can be overwhelmed or understaffed, which pushes them to prioritize successful candidates without necessarily following up on others.
The impact of ghosting
This “ghosting” in recruitment can have repercussions on both the organization and the candidate.
What consequences for the candidate?
For candidates, this not only leads to frustration and loss of confidence, but it can demotivate in their job search. Repetitive ghosting makes candidates lose the desire to apply for new positions, thinking that they won’t receive a response anyway. This reduces engagement in the job search, prolonging the period of unemployment and creating a feeling of helplessness in the labor market.
Not to mention that makes them waste energy…and timewhich they could have invested elsewhere. Candidates sometimes wait weeks or even months for a response, hoping to be considered for a position. During this time, they may miss other job opportunities, preferring not to apply elsewhere while waiting for their shadow application to conclude.
This can also lead to a emotional isolation, because candidates can feel ignored and unvalued, which harms their morale and overall motivation.
What are the consequences for the company?
Companies often overlook the role of social media in recruiting. Candidates often share their negative experience on public platforms like LinkedIn or Twitter. When a company ghosts candidates, it can seriously damage one’s reputation. This reflects poorly on the company, making it appear unprofessional or unresponsive, which can discourage other potential candidates from applying.
This also leads to a loss of potential talentespecially in sectors or positions in tension where competition for qualified candidates is strong. Negative feedback from previous applicants may encourage candidates to turn to other options.
“Ghosting can lead to decline in recruiter involvement and motivationbecause they do not have the opportunity to build relationships with candidates,” adds Acerta.
From ghosted to ghosted
Sometimes the roles are reversed: candidates in turn begin to ignore recruiters and leave a recruitment process without warning. A study conducted for Indeed indicates that many talents say they have stopped responding to a recruiter because they did not provide answers to certain questions (e.g. amount of compensation, teleworking days, etc.).
