You ever spend hours shortlisting a great profile, finally get them on a call, and think — “Yes! This one’s going all the way”?

Then they vanish. No reply. No “Sorry, I’m taking another offer.”

Just… radio silence.

It’s happened to me more than I’d like to admit.

And if you’re recruiting in India right now – especially in fast-paced sectors like tech or marketing – chances are it’s happening to you too.

Let’s not dress it up. Getting ghosted sucks.

Especially when you were rooting for them. Especially when you thought you were doing everything right.

But here’s something I’ve realised after years in the game — it’s not always about the candidate being “unprofessional.”

Sometimes, yeah. But often, it’s deeper than that.

So, let’s talk about why this keeps happening, what we’re maybe doing wrong without realising, and what we actually can do better — not some textbook answer, but real, on-the-ground stuff.

First, Let’s Call Out the Obvious

Ghosting isn’t new. But it’s definitely gotten worse. Especially post-pandemic.

Here’s what I’ve personally seen:

• Round 1: enthusiastic.

• Round 2: even better.

• Final round scheduled… and then nothing.

You follow up once. Maybe twice. Then you’re left wondering — Was it me? Was the process too slow? Did they just get a better offer and bail?

The answer is: probably a mix of all three.

Why Are Candidates Ghosting More in 2025?

1. We’re not the only ones chasing them.

Let’s face it — good candidates are drowning in recruiter messages.

Especially on LinkedIn. Especially in hot industries.

If you’re not sharp, clear, and respectful of their time from the start – you’re one of ten other messages they’ll ignore.

And once they’re deep into multiple processes, they’re not going to reply to everyone. They’re humans, not machines.

2. They’ve seen us ghost first.

Yeah, this one stings a little.

But we’ve all been guilty of this.

We don’t reply to someone who bombed the first round.

We forget to update that candidate who spent 3 hours doing our case study.

We move on and leave threads hanging.

Candidates remember that. And now, when tables turn – they don’t feel like they owe us closure.

3. Your process might be turning them off.

Hard truth: we sometimes make it too hard to want the job.

Too many rounds. Too much time between steps. A giant home assignment without any clarity. Or just… vibes that don’t feel great.

A sharp candidate can tell when your team’s not aligned, or when the role isn’t well-defined. And they don’t always have the energy to explain why they’re backing out.

So they don’t. They just disappear.

4. They got a better offer – and don’t know how to say no.

Not everyone is comfortable with confrontation. Even just writing, “I’ve decided to go with another company,” can feel awkward to some people — especially newer professionals.

So they duck out instead. Not out of malice. Just discomfort.

Okay, But What Can You Actually Do About It?

You can’t stop ghosting completely. Let’s be real.

But you can reduce it — a lot. And you can protect your time and energy in the process.

Here’s what’s worked for me (and a few recruiter friends who’ve been in the same mess) :

1. Shorten your process. Seriously.

If you need 6 rounds to hire someone, something’s broken.

Decide what really matters — and keep it tight.

Two rounds max. Maybe three if it’s a senior role.

The longer you drag it, the more likely they’ll wander off.

2. Be human – not transactional.

One message I got from a candidate:

“Honestly, I ghosted because the process felt cold. Like I was just another checkbox.”

That hit hard.

So now I talk like a person, not a script.

I ask them about their goals, not just their notice period.

I check in even if there’s no update:

“Hey, I don’t have news yet, but I haven’t forgotten you.”

It takes 30 seconds. But it builds trust.

3. Ask them what matters early on.

Simple question I now ask in every intro call:

“Is there anything that would make you drop out of a hiring process?”

You’ll be surprised at how honest they get.

Some say: “If I feel like I’m being ghosted.”

Others say: “If the JD changes halfway.”

Some want WFH, some care about the manager.

Knowing early helps you avoid pitfalls later.

4. Call it out. Not rudely – just clearly.

It’s okay to say:

“I understand you might be exploring other offers — that’s totally fine. Just let me know if you plan to step away, so we can close things out properly.”

People appreciate being treated like adults.

5. Don’t take it personally.

If they vanish, follow up once. Maybe twice.

Then send a polite closure note:

“Seems like things went another way — no worries. Wishing you the best!”

Leave the door open. No drama.

The Bigger Picture: Ghosting Reflects the Hiring Culture

It’s not just about one candidate.

It’s about how we – as an industry – have operated for years.

Transactional. Impersonal. One-sided.

If we want candidates to show up, be responsive, and respect the process — we have to give them a reason to care. That starts with us.

Final Thoughts

Ghosting isn’t just a Gen Z thing. It’s a trust thing.

So here’s the takeaway: don’t just complain about being ghosted — build a process that earns people’s engagement.

Respect their time. Talk like a real person. Be honest. Move fast.

And if they still disappear?

Move on — but take the lesson with you.

Because the best recruiters aren’t just filling roles. They’re building relationships that actually last.