Hire·Guide
Candidate ghosting: review the communication around the process
Review candidate ghosting through clear role information, working arrangements and recruitment contact. Keep the reasons for a missed interview separate from assumptions about age.
Written byMira ValeKey takeaways
- A missed interview or unanswered message does not establish why contact stopped.
- Explain role terms, interview arrangements and the next update clearly.
- Offer a simple way to reschedule or withdraw without assuming the candidate’s circumstances.
- Review recurring process issues and keep contact after an accepted offer.
Candidate ghosting describes a person stopping contact during recruitment, including when they miss an agreed interview or start and do not respond afterward. A missed appointment with an explanation or rescheduling request is different. Review the communication before deciding why contact stopped.
Make the information and contact in your own process clear. Candidates need to understand the role, terms and next steps, and have a person they can reach with a question.
Explain the role and terms early
Give candidates clear information about the financial package and working arrangements. Explain relevant details such as the location, office requirements and any work-related costs or reimbursements.
Keep the information consistent with what is discussed later. A candidate should be able to raise practical questions before committing to the next stage.
Give candidates a person to contact
Explain how they can reach the recruiter and when to expect an update. Respond to relevant questions and communicate when the process or timing changes.
The candidate engagement guide can help you plan that contact. Check the application and messages for an unclear instruction or missing way to reply.
Review a missed contact in context
A missed interview or unanswered message does not explain the person's circumstances. Review the information available and avoid treating a generation label as the cause.
Where you receive feedback, ask what was unclear or unsuitable about the role or process. Keep the response tied to that account rather than extending it to every candidate.
How to follow up after a missed interview
Use a short, neutral follow-up through the contact route already agreed with the candidate. Check the invitation details first, including the date, time zone and joining instructions. The sequence below is a suggested approach, not a rule about how many times to contact someone.
For an illustrative open-banking company hiring an Implementation Manager, the recruiter could write: ‘We missed you at the interview today. Would you like to arrange another time, or would you prefer to withdraw? You can reply directly to me.’ If there is an actual response deadline, add the date and explain the next step. Check the invitation and contact details before sending; the missed meeting does not establish why the candidate was absent. The open banking employee journey shows the role context and the people involved after hiring.
- 01
Check the arrangement
Confirm whether the interview invitation contained the correct time and joining details. Record the missed appointment without assigning a motive.
- 02
Offer a clear choice
Ask whether the candidate wants to reschedule or withdraw, and give a person or reply route they can use. If the recruitment timeline requires a response date, state the actual date and what will happen after it.
- 03
Close the loop
If there is no reply by the stated date, handle the application according to the team’s policy and record that contact stopped. Keep this observation separate from assumptions about reliability, age or motivation.
Check the candidate's view of the process
Review whether the application, interview arrangements and information about the organisation are understandable. Candidates may also need to discuss development opportunities or workplace expectations.
Use the candidate experience guide to inspect those stages. Correct recurring issues with the people responsible for the process and communication.
Keep contact through the accepted offer
Once the candidate accepts, confirm the practical start and the person who will welcome them. Give the handover an owner so the new employee can resolve a question before arrival.
The preboarding tips guide covers that preparation. Keep the recruitment information connected with the manager's plan for the first days.
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