Ghosting Is Costing You Candidates and Killing Your Employer Brand

It's the hiring habit that candidates hate most, and it's hurting your reputation more than you think:

Ghosting: the act of cutting off all communication without explanation. 

We've surveyed over 1,000 working-age Australians to uncover what job seekers want from employers today, and one message came through loud and clear: stop ghosting us.

Nearly 9 in 10 job seekers say they've applied for a job and never heard back.¹ No confirmation. No feedback. Not even a "thanks but no thanks." 

Just silence.

This silence speaks volumes in a market where candidates are in the driver's seat.

Our research shows poor communication is one of the fastest ways to damage your reputation and turn talent away. Yet it's still happening across industries.

Let's unpack why ghosting happens, what it's costing you, and how to fix it without adding hours to your workload. 

Why ghosting happens (even when you don't mean to)

If you've ever ghosted a candidate, you're not alone. It's often not malicious but a result of broken processes or limited time.

Here's what typically causes it:

• High volume of applications: When 300 people apply for a role, responding to each one feels impossible.
• Lack of systems: Without the right tools or processes, communication falls through the cracks.
• Time pressure: When you're short-staffed or hiring urgently, candidate experience drops down the priority list.
• Awkwardness: Delivering rejection can feel uncomfortable — especially if a candidate came close.

But here's the reality: candidates aren't expecting a personalised phone call.

They just want clarity. Respect. A signal that someone's on the other end of their effort.

Here's what two Australian job seekers told us in their own words:

"Be upfront and clear. Let us know what to expect, and don't leave us hanging. A little communication goes a long way." — Male, 24, NSW²

"Please respond to all applicants, regardless of how many there are. It is just rude to not even bother after someone puts in the effort to apply."

— Female, 53, VIC³

What ghosting really costs you

Ghosting doesn't end the conversation with candidates — it sparks a new one. Just not one you're not in control of. 

Here's what's at stake:

1. Your employer brand

Your reputation rides on how you treat every candidate. Job seekers talk, and not just to friends.

Consider this: 

• 9 out of 10 candidates check company reviews before applying⁴
• 56% say positive employee reviews increase their trust and likelihood of applying⁵

When a candidate gets ghosted, they might not complain to you, but you can guarantee that they are telling others. They're more likely to leave negative feedback on Glassdoor, LinkedIn, social media, or private conversations. That can damage your reputation and turn away future applicants before you even meet them.

2. Future talent

That candidate you ghost today? They might be the perfect fit for your next role or know someone who is. But if their experience with you is silence, they won't apply again. And they definitely won't recommend you.

3. Wasted time and money

When your employer reputation drops, so does the quality of your applicant pool. That means spending more time and more money trying to attract people who are now hesitant to engage.

4. Slower hiring

Great candidates won't wait around. If your process feels clunky or disrespectful, they'll drop out before you even make an offer, leaving you to start again.

How to stop ghosting (without adding hours to your week)

You don't need a huge team or complex tech stack to keep communications going. You just need a plan.

Here's how to stop ghosting and start building trust:

• Send an automated confirmation: A quick "thanks for applying" email lets candidates know they've been seen. It's easy to automate and sets the tone for a professional experience.
• Keep the loop closed: Don't leave people wondering. When someone's not moving forward, let them know. Even a short, respectful "we've decided to go in another direction" message helps protect your brand and shows respect for their time. 
• Communicate throughout: Candidates aren't expecting daily updates. But a quick "we're still reviewing" or "we'll be in touch next week" helps them stay engaged and reduces ghosting on their end. Automate this where you can. 
• Don't avoid rejection — own it: Yes, it's uncomfortable. However, rejection can be respectful and sometimes leaves the door open for future roles. You're not burning bridges — you're building trust.
• Treat candidates like customers: Because in today’s hiring climate, that’s exactly what they are. Candidates are comparing you to every other employer in the market. They’ll remember how you made them feel, even if you didn’t hire them.

The Bottom Line

Ghosting is a self-inflicted wound. It drives away good candidates, damages your brand, and creates work you don’t need. 

But the fix is simple but powerful: a few automated messages, a thoughtful process, and a mindset that treats candidates like people, not numbers. 

In short, stop ghosting and start communicating. 

Want to learn more? Get inside the minds of Australian job seekers in our report: Take the guesswork out of hiring: what job seekers really want

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Indeed provides this information as a courtesy to users of this site. Please note that we are not your recruiting or legal advisor, we are not responsible for the content of your job descriptions, and none of the information provided herein guarantees performance.

Sources:

^{1-5 Indeed Survey with YouGov 2025. Total N=1027 job seekers}