Recruiter Ghosting: The Rising Trend That's Marring Hiring Ethics & Job-Seeker Sentiments

In the fast-paced world of talent acquisition, a disturbing trend is casting a shadow over the hiring process: recruiter ghosting. Once considered a minor annoyance, ghosting—where recruiters abruptly cease communication with candidates without explanation—has ballooned into a crisis that undermines trust, tarnishes employer brands, and erodes the very ethics of hiring. This phenomenon isn’t just a global issue; it’s acutely felt in India’s dynamic job market, where job seekers and recruiters navigate a high-stakes environment. But while we point fingers at recruiters, we must also confront the systemic pressures pushing them toward this unprofessional behaviour. Is ghosting a symptom of declining ethics, or are talent acquisition professionals caught in an impossible bind?

The Scale of the Ghosting Epidemic

The numbers paint a grim picture.

· Globally, a 2024 Greenhouse report revealed that 45% of job candidates have been ghosted after an initial conversation with a recruiter. Worse still, 40% of job seekers report being ghosted after second or third-round interviews, a stage where candidates have invested significant time and emotional energy.

· In India, the situation is even more alarming. A 2024 online survey found that 73% of 1,000 respondents experienced ghosting from prospective employers, highlighting the pervasive nature of this issue in one of the world’s fastest-growing job markets.

These statistics aren’t just numbers—they represent real people left in limbo, their confidence shaken, and their trust in the hiring process shattered.

Candidates in India’s competitive IT, retail, and BFSI sectors, where demand for skilled talent is skyrocketing, often face radio silence after pouring hours into applications and interviews. Globally, 34% of U.S. job seekers feel ghosted after just one week of no communication, a sentiment echoed across industries where speed and transparency are expected but rarely delivered. The question looms large: why are recruiters, the gatekeepers of opportunity, failing to uphold basic professional courtesy?

The Ethical Decay in Talent Acquisition

Ghosting isn’t just an inconvenience; it’s a breach of professional ethics. Every candidate who applies for a job deserves acknowledgment, regardless of the outcome. As one LinkedIn survey starkly revealed, 93% of candidates reported being ghosted post-interview, with many sharing stories of frustration and disillusionment in the comments. This silence sends a clear message: candidates are disposable, their efforts inconsequential. Such behaviour not only damages individual morale but also inflicts lasting harm on employer brands. Companies with poor candidate experiences see a 70% drop in the quality of hires, as negative reviews on platforms like Glassdoor deter top talent.

In India, where the staffing and recruitment market is projected to reach US $48.53 billion by 2030, the stakes are higher. With industries like IT, telecom, and e-commerce booming, recruiters are under immense pressure to fill roles quickly. Yet, this cannot justify ghosting. Ethical hiring demands transparency, respect, and accountability—values that seem to be eroding as recruiters prioritize speed over substance. The ease of digital hiring, with its “easy apply” buttons and automated systems, has dehumanized the process, making it easier to ignore candidates without consequence. But at what cost? When candidates share their ghosting experiences, they don’t just criticize individual recruiters—they tarnish entire organizations, driving away the very talent companies desperately need.

The Other Side: Pressures on Talent Acquisition Professionals

Before we vilify recruiters, let’s peel back the curtain on the pressures they face. Talent acquisition teams are caught in a vise grip of expectations. 27% of TA leaders globally report unmanageable workloads, up from 20% the previous year, with 35% of their time consumed by administrative tasks like interview scheduling. In India, where 51% of organizations cite a low number of applicants and fierce competition as top challenges, recruiters are stretched thin, juggling hundreds of applications while racing against tight deadlines.

Hiring managers and business leaders often exacerbate these pressures. 51% of TA leaders anticipate recruitment team turnover as a major challenge in 2025, driven by unrealistic demands from above. Recruiters are expected to source “perfect” candidates while navigating budget cuts, shifting priorities, and return-to-office mandates that shrink talent pools. In India, the rapid growth of sectors like e-commerce, with 500 million online shoppers expected by 2030, has intensified the demand for skilled talent, leaving recruiters scrambling.

When a role is suddenly cancelled or a candidate is deemed “not the right fit” by a hiring manager, recruiters are often left without the authority or resources to provide closure to candidates.

The rise of AI and automation, while promising efficiency, adds another layer of complexity. 55% of TA professionals use AI for resume screening and candidate matching, but 48% worry about biases in these tools, which can exacerbate ghosting by depersonalizing communication. Recruiters, overwhelmed by technology and volume, may unintentionally let candidates slip through the cracks, as 80% of hiring managers admit to ghosting at some point. This isn’t always malice—it’s often a symptom of a broken system.

A Call to Action: Restoring Ethics in Hiring

Ghosting is a two-way street. Candidates ghost employers too—41% of employers globally report candidates disappearing during the hiring process, causing delays and wasted resources. But recruiters, as the face of the hiring process, bear a greater responsibility to set the tone. Here’s how we can break the cycle:

· Prioritize Transparent Communication: Even a simple automated email acknowledging an application or providing rejection feedback can make a difference. 70% of candidates expect weekly status updates, yet only 11% of organizations check candidate satisfaction. Invest in systems that ensure no candidate is left in the dark.

· Empower Recruiters: Organizations must provide TA teams with the resources and authority to manage candidate communication effectively. Reducing administrative burdens through AI—used ethically—can free up time for meaningful engagement.

· Hold Hiring Managers Accountable: Ghosting often stems from miscommunication between recruiters and hiring managers. Clear internal processes and shared accountability can prevent candidates from being left hanging.

· Rehumanize the Process: Digital hiring has its benefits, but it’s eroded the human connection. Personalize communication, ask candidates their preferred contact methods, and offer constructive feedback to build trust.

· Lead with Empathy: Recruiters and candidates are human beings, not data points. A little kindness goes a long way—candidates are 2.5 times more likely to apply to companies with positive reviews.

The Path Forward

Recruiter ghosting is more than a trend; it’s a wake-up call. It exposes a hiring ecosystem strained by competing priorities, where ethics are too often sacrificed for efficiency. In India and globally, the cost of ghosting is clear: damaged reputations, lost talent, and a fractured job market. Yet, the solution lies not in blame but in collective action. Recruiters must champion ethical practices, organizations must support their TA teams, and candidates deserve respect at every stage.

Let’s ask ourselves: Are we building a hiring process that uplifts or one that alienates? The answer will shape the future of talent acquisition. It’s time to stop ghosting and start engaging—with transparency, empathy, and accountability.