The phenomenon of ‘ghosting’ is not limited to dating but has infiltrated the job market, affecting both employers and jobseekers.
- Recent research reveals that an overwhelming 86% of job applicants have no-showed for interviews without any prior notice.
- Particularly among younger generations, ghosting has become a common practice, with varying motivations between Gen Z and Millennials.
- Employers face significant challenges due to this trend, affecting hiring efficiency and team wellbeing.
- The misalignment between employer strategies and jobseeker expectations is a key factor driving ghosting in the workplace.
The phenomenon known as ‘ghosting’, wherein individuals cease all communication without explanation, has extended beyond personal relationships into the professional sphere. A survey conducted by a global matching and hiring platform highlights this trend, revealing that 86% of jobseekers in the UK have failed to attend a job interview without notifying the employer. This statistic underscores a significant shift in job market dynamics.
Among those surveyed, Gen Z and Millennials are identified as the most frequent ghosters. These younger generations display contrasting attitudes towards the practice. Gen Z, in particular, takes a confident stance with a startling 93% admitting to missing an interview and 87% not showing up for their first day of work. For some in this demographic, ghosting is perceived as a means to exert control over their career paths.
On the other hand, Millennials often express regrets over their decisions to ghost, with many citing feelings of anxiety and concern about damaging future prospects.
The trend of ghosting is not confined to the younger population. Nearly half of all jobseekers plan to ghost again, believing the practice is acceptable especially when the recruitment process is unsatisfactory or there is a perceived reciprocity in communication breakdowns. Many jobseekers note that they have experienced ghosting from employers as well, where companies fail to follow up after interviews or retract job offers without notice.
From the perspective of businesses, the normalisation of ghosting presents a formidable challenge. Employers report significant losses in time and resources, with 89% acknowledging ghosting as a persistent problem. The additional hiring workload, coupled with the stress imposed on recruitment teams, exacerbates the situation.
A notable influence on ghosting is economic pressures, particularly the cost-of-living crisis. Many jobseekers prioritise roles offering better financial stability, often withdrawing from the recruitment process if a more lucrative opportunity arises. The survey indicates that higher pay, increased benefits, and transparency could mitigate ghosting, yet there remains a disconnect between what employees want and what employers believe will reduce such incidences.
Ghosting in the hiring process reflects deeper issues within the job market, requiring careful attention from both employers and jobseekers.
