By Shuna Boyle, Principal Consultant, Supply Chain, Planning & Procurement at Escape Recruitment Services
Get in touch: shuna.boyle@escaperecruitment.com | 01506 517 214
From 2026, it will be illegal for employers in Ontario, Canada to ghost candidates after interviews.
As part of their new Working for Workers Five Act, 2024, employers with 25+ staff, who don’t get back to applicants after interviews could face legal consequences which may include fines.
Similar legislation is also being considered in the US, with a New Jersey state proposal that would fine employers up to $5,000 for repeatedly failing to provide interviewed candidates with a clear decision timeline.
And while we might be thousands of miles away from Ontario and New Jersey, the same issues around “ghosting” are also experienced here in the UK.
A recent survey by CV Genius found that 56% of UK hiring managers admit they may ghost candidates, and 86% of ghosted candidates said it negatively affected their mental health (Onrec).
Another People Management poll from 2024 reported that 92% of jobseekers in the UK have been ghosted during the hiring process.
Is your hiring process haunted? What ghosting really looks like:
As a recruiter, I’m all too aware that this is unfortunately a common experience for jobseekers and I also see the impact it can have on people’s confidence when they have experienced this:
“I never got a reply after my second interview.” “They promised feedback by Friday. That was three weeks ago.” “I chased twice and still nothing.”
It doesn’t just sting, it leaves a lasting impression both on the employer and on their own self confidence.
Ghosting isn’t always intentional either, it can be down to lack of planning on the time it actually takes, higher application volume than initially anticipated, changing timescales and processes or simply hiring managers having to prioritise their actual job responsibilities overing recruitment.
But candidates aren’t unreasonable in looking for outcomes. Most don’t expect a phone call if they didn’t make it past CV stage. But if they’ve interviewed, especially more than once, they do expect a response, as they should.
What this costs your business
Let’s be blunt. Ghosting:
- Damages your employer brand
- Reduces re-applications
- Turns off referrals
- Undermines trust in your leadership
- Can in turn negatively impact your product/service brand too
You might not see it straight away, but when your next great candidate declines the interview? That’s when it shows.
People talk. People remember. And with sites like Indeed and Glassdoor capturing interview experience, people post and people google too!
Here’s how to stop ghosting without overcomplicating things
✅ Be honest, even if the answer is no. A clear “we’re moving forward with another candidate” is better than weeks of silence.
✅ Set expectations at the start. Let candidates know when they’ll (actually) hear back and what the next steps look like. Communicate any changes to this timeline.
✅ Have a plan.
Know who is going to be giving the feedback, when and how. What information will they need from other people in the hiring process and how much time do you need to factor in for this to be delivered.
✅ Let your recruiter do the legwork. If I’m working with you, I’ll make sure candidates are informed, respected, and supported throughout. That includes delivering feedback (even the tough stuff) so you don’t have to.
What I do differently
Even when decisions are delayed, I don’t leave candidates in the dark.
Here’s what I always do:
I keep them updated, even if there’s no news yet. I give proper closure, not a vague brush-off. I treat people like people, not applications.
That’s how I’ve built lasting relationships with candidates who turn into clients, and clients who keep coming back.
Final thought
You don’t need legislation to do the right thing.
You just need a planned, consistent process, and a recruiter who actually cares about how candidates are treated and how your employer brand is represented.
If ghosting’s happening in your business, let’s fix it. It doesn’t have to be difficult, but it does have to stop. After all, a haunted hiring process can spook even the best talent into disappearing.
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