Top Six Reasons to Ghost Someone

We lied. There are zero reasons to ghost someone.

Have you been ghosted? Have you been the ghost? What is the term, “Ghosting?”

Briefly, it’s the term used to describe ending a relationship by not responding to emails, texts or calls.

What’s becoming more the norm is for employers to express interest in a candidate, only to abruptly stop communicating with them and offering no reason as to why. But, let’s be clear…ghosting is not a one-way street. Candidates are also guilty and unfortunately, have subscribed to the same approach.

We could go into detail here and list the signs and emotions that identify with the fact you’ve being ghosted.  But, there’s no point – you know what it feels like to be on either side. If you still don’t understand, have you sent an email, text or voicemail message that says, “Checking in?”  If you have, then maybe you’ve been ghosted.

Companies will claim they have their reasons (for ghosting), and they do. But don’t misunderstand me, they aren’t valid and they should quickly work to fix them.  Here are the reasons:

Poor company management and processes

The recruiter is your point-of-contact but not the decision maker. They may be ghosted by the hiring manager and you may be a byproduct of their broken process.

Litigation – Getting Sued

Companies are concerned their feedback will become the basis of a discrimination lawsuit.

You’re the back-up candidate

Companies are working the #1 candidate through the offer – acceptance – background check – start process, but until that is seen through, they don’t want to let you go.

HR and talent acquisition team avoid conflict

It’s the fear of delivering bad news. They like filling jobs and hiring people, but not delivering a negative message.

Fact is, there are no good reasons. Companies that ghost and don’t provide feedback may not be the best employers.  The “best” respect and grow their employees, they take pride in their talent acquisition process and overall candidate experience.

For employers, these are not tough fixes;

1. Set and meet expectations
2. Open, honest and clear communication
3. Empower the point-person
4. Streamline the internal process – make it a priority
5. Respect the candidate

Premier companies understand that the candidate experience must be prioritized in order to successfully source, attract, and land the right people.  They recognize that one bad Glassdoor review can greatly inhibit this.  Additionally, they clearly understand that the wrong person today may be the right person tomorrow.  And even more important, that wrong person may refer a future superstar.

Are you the Ghost? If you’re the candidate and you’re ghosting, then you’re equally as guilty. It may be easier, it may be more comfortable – but don’t be mistaken, this will hurt you in the long run.

• Points to a flaw in your maturity and growth potential
• Creates a dead-end to that networking path
• You’re putting your reputation at stake
• Reduces your career and growth prospects

So what’s next?  STOP – JUST STOP!

Successful, professional and mature people are capable of difficult, yet required conversations. Saying “no” or this “won’t work” can be delivered respectfully and professionally. Don’t be scared of the confrontation – embrace it. The experience creates a learning opportunity for both parties. It makes for a clean closure and a stepping-stone to move on. Put away your sheet, hold your head high and no more ghosting!