Ghosted after an interview? You're not alone
Some companies don't even bother sending candidates a rejection email after an interview. They just ghost them.
Many candidates never hear back from potential employers after carefully constructing their CVs and giving their all in job interviews.
They are ghosted without so much as a rejection email. No one enjoys getting a "we regret to inform you" email, but it is much better than radio silence from a potential employer after an interview.
A rejection letter is not a big ask, especially when so many automation tools are available.
An expert says poor candidate experiences in corporate hiring not only drive away top talent, but they also inflict lasting damage on company reputations.
Advaita Naidoo, Africa MD at Jack Hammer, Africa’s largest executive search firm, says organisations would do well to consider the unintended impact of flawed hiring practices.
“South Africa’s ongoing high unemployment rate and brutal job market have led to a significant power imbalance between employer and candidate. This has seen the normalisation of disrespectful, poor treatment of candidates,” she said.
“Companies have become accustomed to treating candidates carelessly due to an oversupply of talent, with process gaps between HR, hiring managers, and recruiters, along with untrained interviewers exacerbating the issue.”
Naidoo says it is a mistake to think that flawed hiring practices are hidden behind the scenes, and only negatively impact the unsuccessful candidates.
“Poor experiences harm employer branding, customer relationships and future hiring prospects. In recent years, the floodgates have opened on candidates sharing negative hiring experiences online, impacting both a company’s prospects of attracting great candidates, as well as its general reputation,” she says.
When candidates experience ghosting, delayed responses, or unprepared interviewers, it sends a clear message about a company’s values.
Naidoo points out that even top-tier professionals, including executives actively headhunted for senior roles, are walking away from opportunities where a company has developed a reputation for disrespectful or disorganised hiring processes.
“When candidates, especially those who didn’t even apply but were approached for a role, experience ghosting, delayed responses, or unprepared interviewers, it sends a clear message about a company’s values. If this is how you treat people before they join, what will it be like to work for you?” she asks.
The consequences are severe and multifaceted.
Beyond losing quality candidates, companies risk long-term damage to their brand.
“Candidates talk,” Naidoo warned. “They post reviews, share stories in professional networks, and in some industries, your candidates could also be your clients or competitors. A bad experience doesn’t just disappear, it follows you.”
Fortunately, fixing flawed hiring practices doesn’t require a big budget, only intentional effort, Naidoo says.
She says there are a number of practical steps that South African companies can implement immediately, or reintroduce if courteous processes have fallen by the wayside:
- Communicate clearly upfront about the hiring process, including timelines and stages;
- Ensure interviewers are prepared and have reviewed candidate CVs;
- Provide timely updates, even if it’s just to say there’s no news yet, and
- Always close the loop with candidates, whether they’re hired or not.
“Ghosting is never acceptable,” Naidoo stressed.
“Even a simple, respectful ‘no’ is better than silence. It shows you value people’s time and effort.”
Going beyond basic courtesy, in an era where AI and automation are transforming recruitment, Naidoo says human connection is emerging as a competitive edge for organisations.
“South African businesses can’t afford to treat candidates like numbers. A warm, respectful process sets you apart, especially when candidates are used to being ignored or undervalued, and are happy to go on the warpath in person and online.”
She says it is possible to balance efficiency in high-volume hiring while still providing a quality candidate experience.
“We advise clients to leverage technology thoughtfully rather than use it as a replacement for human connection. Use AI and automation for initial screening, scheduling, and basic updates, but maintain human touchpoints at critical junctures, especially for providing personalised feedback and delivering final decisions.”
It is also worth considering implementing a “candidate experience champion” role within recruiting teams to ensure no candidate falls through the cracks.
“Remember that efficiency shouldn’t mean impersonal. Even a brief, genuine interaction can leave candidates feeling respected and valued, and make a positive impact on company reputation. Most importantly, treat each candidate interaction as if they could become your customer or future employer, because that might very well come to pass.”
Listen to further insights on the top international leadership podcast, 'On Work And Revolution': Why does the interview process suck?
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