Ghost them like a bad date We asked 100 people why they’ve ghosted a candidate. 20% said the candidate wasn’t qualified, 20% said they ran out of time, and 9% cited internal changes.
“They’re completely unqualified for the
job e.g. unable to work in the UK.”
Wait, is this a rom-com or a horror film?
Aim for less personalisation at the start of the process, and more towards the end. It’s likely your ATS has ways for you to auto-send rejection emails, or you can always blind copy candidates onto the same email. Some people argue that automated rejection emails remove personalisation (and if the Reddit threads are to be believed, a lot of candidates don’t like them). But especially when you’re screening at the beginning of the process, it’s a way to close the loop — no matter how strange or unsuitable the candidate might be. And if the candidate is strong but not right for the role, you’ve just added another name to your company’s talent pool — but only if they’ve had a good experience with your company.
At the other end of your inbox, every application represents a person. The vast majority of HR and TA experts told us that if you’re ghosting candidates in 2025, you’re an outlier among your peers. In rom-coms and in hiring, disappearing without closure leaves someone stranded. It’s bad for your brand, business, and future pipeline.
HOW TO KEEP YOUR CANDIDATES
The big reasons for ghosting? Lack of time, unsuitable candidates, and shifting priorities.
This is where automation shines. Even a quick “thanks, but no thanks” email can close the loop.
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