You've put in your résumé. You've had an interview. You've even started to imagine yourself at this new job.
But weeks later, you've heard nothing, and it's starting to get to you. Where do you go from here?
A top concern in job seekers' minds is "ghosting," the abrupt end of communication without explanation. A recent survey of 1,500 global employees from Greenhouse, a hiring-software company, found that more than 75% of job seekers had been ghosted after an interview, meaning the employer never got back to them.
With all the buzz about people quitting their jobs in the Great Resignation, it's supposed to be a candidate's market. Job openings are still on the rise, according to a Bureau of Labor Statistics report released at the beginning of February. And the 467,000 new jobs created in January smashed expectations for job growth in early 2022.
Daniel Chait, CEO, and co-founder of Greenhouse said this mismatch in openings and responsiveness pointed to larger issues in the hiring pipeline — and puts pressure on candidates to take control.
"Ghosting makes candidates feel not valued," Chait said. "They find it confusing. They find it disrespectful. And candidates see that lack of responsiveness in the hiring process as reflective of a deeper problem in the company and an inability to treat people in a human way."
All hope is not lost for job seekers, as experts say setting clear expectations and communicating well can minimize the chances of future ghosting.
Companies need better hiring systems
It's easier than ever to apply to jobs online, and at some companies, human-resources teams are overwhelmed with thousands of résumés pouring in for each position. Sometimes, the simple task of notifying candidates that a position has been filled can slip through the cracks.
Chait said there are many ways to build more equitable, efficient hiring practices.
For example, companies could screen their job postings for exclusionary language, and interviewers could ensure they pronounced a candidate's name correctly. These interactions set the tone for how a company cares for its employees, Chait said.
At the end of that process, an email to thank a candidate for their time and effort shows that intentionality, too.
"Companies still really struggle to show up when they go about hiring," Chait said. "A lack of structure and a lack of intentionality around designing your hiring process leads you down these terrible paths. There's a lot of transformation that companies need to undertake when they want to succeed in today's hiring market."
How to take back control as a candidate
So you think you may have been ghosted. Aliza Licht, an author and entrepreneur who's coached employees at Apple, L'Oréal, and NBC, said there are ways to check back in and learn something.
"Candidates put so much hope in their application process," Licht said. But don't take it personally. "It's either that they don't have the bandwidth to respond, or they don't have the good graces to respond." Recruiters hardly think, "This person was a terrible candidate."
Licht said the first step candidates should take to prevent ghosting is to ask for a timeline during the interview.
If you don't hear back when you're supposed to, wait about four days, and then ping the hiring manager again to ask about the next steps. If they don't respond, nudge other contacts you may have at the company.
Ghosting is also a two-way street. Candidates sometimes leave employers hanging, which is just as frustrating and embarrassing for recruiters. Licht said it's important to respond even if you don't get the job because you never want to burn a bridge that may lead to a different opportunity in the future.
Licht also said that candidates sometimes send out dozens of résumés in one burst and never hear back. In that scenario, it's important to step back and evaluate how you're pitching yourself to a potential employer.
"If people keep striking out, they have to take some responsibility," Licht said. "Bringing your A-game to every step of the process is key, and being honest with yourself where improvements can be made — and improvements can always be made."