8 in 10 Hiring Managers Have Ghosted Candidates

Job hunting can feel frustrating when you’ve invested so much time and energy into multiple applications only to hear nothing back. While it’s easy to attribute the silence to bad luck (or an unoptimized resume), there could be other reasons why you’re not receiving responses.

After hearing from 625 hiring managers in our 2024 Hiring Trends Survey, we uncovered a concerning trend: 8 out of 10 confessed to having ghosted candidates in the past.

Why are hiring managers ghosting candidates?

Below, we discuss the survey findings in more detail, and offer strategies to minimize the risk of being ghosted by hiring managers and ultimately improve your job hunt experience.

Expect ghosting to happen during the job search

Even though technology makes it easier than ever for employers and candidates to contact each other, ghosting is counterintuitively becoming a more common problem.

“Ghosting” in hiring happens when hiring managers stop communicating with candidates at any point during the job search process, without giving a reason.

Ghosting frequency amongst 2024 hiring managers

Our survey of 625 hiring managers revealed surprising statistics about the frequency of ghosting today:

• 11% say they always ghost candidates
• 22% frequently ghost candidates
• 47% admit to occasionally ghosting candidates
• 20% of hiring managers report that they never ghost candidates

Given that 80% of hiring managers report having ghosted candidates before, the majority of job seekers have likely faced this sudden silence at some point. This communication fallout can understandably leave applicants disheartened and unclear about where they stand in the application process.

Ed Huang, Co-founder and Executive Director at Resume Genius, noted some of the current challenges in the job market:

2024 has been a tough year so far, with more layoffs making the job market even trickier. As companies trim their budgets and reduce staff, a lot of people find themselves looking for work again and are facing more competition than ever. Add to the mix a surge in AI-generated resumes leading to a flood of applications, hiring managers are increasingly overwhelmed — making it tough for them to respond to everyone personally. As a result, ghosting has become more common, often leaving job seekers stuck in an unfortunate waiting period that leads nowhere.

Ed Huang, Co-founder and Executive Director at Resume Genius

Uncertainty about a candidate is the #1 cause of ghosting

According to our report, 81% of all surveyed hiring managers say the most common reason for ghosting someone is that they’re not sure if the candidate is their best option.

Top reasons candidates are getting ghosted

Here’s a closer look at why these managers “frequently” or “always” ghost applicants:

• Still deciding on the right candidate (34%)
• Overwhelmed by the high volume of candidates (33%)
• The candidate doesn’t fit the role or company culture (32%)
• The candidate’s salary expectations exceed the budget (31%)
• The company has already filled the position (31%)
• Other candidates more likely to meet recruitment goals (31%)
• No longer hiring for the role (29%)

Ghosting varies widely based on company size

The top reasons for ghosting candidates also differ a lot based on the size of the company.

Small companies (less than 100 employees) and medium-sized companies (101 to 1,000 employees) most often ghost because they’re “still deciding on the right candidate.”

In contrast, large companies (over 1,000 employees) typically ghost candidates because “the candidate doesn’t fit the role or company culture.”

Geoffrey Scott, Senior Hiring Manager at Resume Genius, says, “From my experience, employees at small companies need to wear many hats, and it’s a struggle to find someone who can wear them all. Larger companies tend to have more specific needs, so they can quickly determine whether someone is a good fit or not based on their strict criteria.”

Scott recommends tailoring your application according to the size of the company and the details in the job description.

If you’re applying to a smaller organization, mention your flexibility and willingness to face challenges in your resume, cover letter, and during the interview. At a larger company, you should tailor your resume to precisely match the skills and experience requirements in the job description. These strategies can greatly enhance your visibility in the current competitive job market.

Geoffrey Scott, Senior Hiring Manager at Resume Genius

How you can respond to potential ghosters

When you don’t hear back after submitting a job application or completing an interview, our survey results found there’s a 50% chance the job is still available, and a 44% chance that it’s been filled or is no longer open.

If you’ve been ghosted during the job hunt process, it’s helpful to follow these proactive steps:

1. Politely follow up on your application

After waiting for an appropriate amount of time — usually one to two weeks — reach out to the hiring manager with a concise, respectful follow-up email to show your continued interest in the role.

Aaron Case, CV Genius’s Career Expert, recommends reaching out directly if you think an employer has ghosted you, especially if you’ve had an interview, or if there’s been ongoing communication with the company’s recruiter (such as promises of feedback or updates).

Reaching out via LinkedIn or email if you’re unsure about your application’s status is a positive step toward clarifying where you stand as an applicant, while also demonstrating your interest and proactive attitude. If the job is real, they’ll appreciate the contact. If it’s not, you save time to focus on real opportunities.

Aaron Case, Career Expert at CV Genius

2. Keep the connection alive (on your end)

Even if a particular opportunity doesn’t pan out, try to keep things professional with the company.

Following up politely despite not receiving a response shows that you’re a serious applicant, and reaffirms your interest and commitment to the role and the company. This visible commitment might encourage a response or at least leave a positive impression.

And by keeping in touch, you’ll remain on the company’s radar for future job openings that could be a better fit. Businesses often prefer to hire candidates who they’re already familiar with and have previously vetted.

For instance, you could send a note thanking the recruiter or interviewer and express your desire to stay in contact, or simply connect with the interviewer on LinkedIn with a personalized message. This approach will keep doors open for future opportunities without pressing too hard about the possible ghosting.

3. Maintain your online professionalism

It might be tempting to vent on platforms like TikTok or LinkedIn on how you got ghosted, but think twice before airing your job-search frustrations on social media.

A 2023 survey by The Harris Poll shows that about 75% of US companies check an applicant’s social media profiles, and almost half of hiring managers have turned down applicants because of what they saw online.

Keep in mind that many employers will review their potential hires’ social media, and the way you handle setbacks can significantly shape how they view your personality, work ethic, or attitude.

If you do feel the need to discuss job-search issues, keep your comments generic and avoid mentioning specific company names so you can maintain a professional image and safeguard your future job opportunities. You can also post on platforms like Reddit for advice, where it’s possible to maintain your privacy if you want.

4. Evaluate and adjust your job-search strategy

If ghosting happens frequently to you, it might signal a need to reassess your approach to job searching.

Consider the roles and companies you’re targeting. Are they truly a good match based on your experience and skills? Perhaps consulting with someone you trust, like a family member or mentor, can lead to insights and help you identify opportunities that better align with your qualifications.

Also, take a close look at your resume and cover letter. Are they as tailored and polished as they could be? Sometimes having a second set of eyes can help spot areas to improve and make your job-application documents and online profiles more impactful.

Finally, consider how stable your target industry is. If it’s currently a bit unstable like the tech industry has been over the past several years, that could be affecting your results.

Methodology

Resume Genius conducted this survey in partnership with Pollfish. The study aimed to understand how various stages of the hiring process — resume evaluation, interviews, and skills assessments — affect hiring decisions, as well as to identify the candidate qualities most valued by U.S. hiring managers.

The survey commenced on January 29, 2024, and targeted a sample of 625 participants. To qualify, respondents were required to be actively involved in hiring within their organizations. The survey ensured a balanced representation across various demographics, including gender and age groups, to accurately reflect the diversity of the U.S. workforce.

Pollfish uses Random Device Engagement (RDE) to minimize bias and ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or pr@resumegenius.com.

Sources

About Resume Genius

Since 2009, Resume Genius has combined innovative technology with leading industry expertise to simplify the job hunt for people of all backgrounds and levels of experience.

Resume Genius’s easy-to-use resume builder and wide range of free career resources, including resume templates, cover letter samples, and resume writing guides, help job seekers find fulfilling work and reach their career goals. Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Forbes, CNBC, and Business Insider.

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