Ghosting trends at workplace: Job seekers, employers both at fault

Despite the perception that Gen Z is driving this phenomenon, the behaviour of ghosting is not limited to them.

The practice of "ghosting," commonly associated with dating, has infiltrated the workplace, with both employers and employees engaging in the abrupt and unexplained cessation of communication. This emerging trend has highlighted growing concerns about professionalism in recruitment and employment processes, especially in today’s fast-evolving job market, Business Insider India reported.

Traditionally, ghosting refers to the act of cutting off all communication without any explanation, leaving the other party in limbo. While this behaviour is typically associated with personal relationships, it has now become increasingly prevalent in corporate settings. Both job seekers and employers are guilty of this practice, creating frustrations on both sides of the hiring process.

A study by JobLeads revealed that 45% of job applicants had reported being ghosted by prospective employers, a marked increase of 30% over recent years. Candidates have been left waiting for updates after interviews, with no feedback or closure, contributing to increased anxiety and disillusionment. Some have pointed to the rise of “ghost job postings” — positions advertised by companies with no intention of actually filling them. These false listings serve various internal purposes, such as gauging available talent pools or creating a perception of growth within the organisation.

Jan Hendrik von Ahlen, co-founder of JobLeads, explained that delays in communication can sometimes arise due to internal changes within companies or their organisational culture. However, von Ahlen noted that job seekers should move on after making two follow-up attempts without receiving a response.

At the same time, job seekers themselves have also increasingly embraced the practice of ghosting. In February 2024, a report by Fortune, based on research conducted by Indeed, found that 93% of Gen Z workers in the UK admitted to applying for jobs and failing to attend interviews. Additionally, 87% of these candidates did not show up on their first day after securing a role. This behaviour reflects a growing desire for control over career choices, with many Gen Z workers unwilling to commit to roles that fail to meet their financial or personal expectations.

Danny Stacy, head of talent intelligence at Indeed UK, noted that a lack of transparency from employers, particularly regarding salaries and benefits, has contributed to this rise in candidate ghosting. As the cost of living continues to increase, workers feel more justified in rejecting positions that do not align with their financial needs. “It’s clear that the financial offer is the biggest carrot for employers trying to attract talent,” Stacy said. "Pay, benefits, and other factors that support rising living costs are likely to prevent a job seeker from ghosting."

Beyond monetary issues, younger generations have embraced a larger movement around work-life balance, often described under the banner of #ActYourWage. Many Gen Z employees have voiced their willingness to disengage from jobs that do not offer sufficient flexibility or opportunities for personal growth. This mindset, while empowering for individuals, has resulted in higher instances of ghosting, with younger workers unafraid to walk away from positions that they deem unsatisfactory.

Despite the perception that Gen Z is driving this phenomenon, the behaviour of ghosting is not limited to them. Older workers, too, have admitted to ghosting employers, although many express feelings of guilt or regret. In contrast, younger workers see it as a legitimate tactic to manage their career progression.

The rise of ghosting in both personal and professional settings is reshaping how organisations and job seekers interact. Experts suggest that setting clear expectations during the hiring process, maintaining transparent communication, and offering competitive financial packages are essential to mitigating this behaviour. For job seekers, requesting timelines and following up with employers can help manage uncertainty, though professionals caution against over-investing in roles where communication is lacking.