Job searching is never easy. It’s a mix of hope, preparation, rejection, and resilience. But there’s one part of the process that feels especially harsh: silence. Ghosting from a potential employer has, unfortunately, become the norm. You apply, maybe even interview, and then… nothing. No update, no closure.
As a job seeker, it can feel personal. Did I say something wrong? Was I never really in the running? That uncertainty lingers. And while we all know job hunting comes with rejection, rejection is different from being ignored. A simple “thanks, but not this time” lets someone move on. Silence leaves them stuck.
The reality is, ghosting is something candidates need to learn to manage. It’s not fair, but it’s part of today’s job search landscape. Building resilience, not taking it personally, and keeping momentum by continuing applications elsewhere are key survival tactics. Your worth isn’t defined by the responses—or lack of them—you receive.
But here’s the other side: employers, take note. Ghosting candidates doesn’t just affect individuals. It leaves a mark on your company’s brand. Every candidate is a potential customer, advocate, or future hire. Ignoring them sends the message that people’s time and effort don’t matter. That reputation sticks, and it spreads.
A timely, respectful rejection email costs little, but it carries weight. It tells candidates: we saw you, we valued your interest, and though you weren’t the right fit this time, you still deserve respect. That’s the kind of interaction that builds goodwill and strengthens your brand in the long run.
Ghosting might be the norm right now, but it doesn’t have to be. Job seekers can’t control how companies behave, but companies can choose to set a better standard.
For more information and supports on creating a Returner Friendly recruitment process reach out to our team at info@backtoworkconnect.ie
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