“A survey by the Thriving Center of Psychology found that 42% of job seekers have been ghosted by a company, and now, nearly 1 in 6 job seekers admit to ghosting an employer. Even more alarming? 31% said they’d ghost an employer after starting the job.”
–LinkedIn, June 8, 2025
VIM Executive Coaching has observed “the ghosting game” up close and quite personal as over the years coaching clients have come to us lamenting over employers isolating them, or holding meetings without their presence or even employers bringing-in past employees for “consultations” in closed door meetings. It is terrible to observe, and psychologically almost as bad as when parents decide to give their children the so-called silent treatment for any and all sorts of violations.
We humans need interconnectedness and social interaction, and whether in-office face-to-face, or virtual or in any variety of hybrid situation, we are wired to link and join groups.
Game-on!
Coming out of the pandemic (as a society, we have still not fully “recovered”), there was plenty of money to be had, seemingly unlimited opportunity and an uneven balance of power. Many prospective employees felt empowered to interview at multiple firms, accept positions at multiple firms and then cut off communication after being offered positions. “Ghosting” was born (“I’m here, then I’m not; too bad, so sad!”).
Was it arrogance? Unprofessional behavior? Indifference and the headiness of power? Yes, to all three.
Some prospective employees believed themselves to be professional athletes in a bidding war, or in-demand actors in big movie roles or taking the opportunity to “stick-it to HR departments and the suits.”
Then the reality of the economy began to sink-in and organizations became more cautious about hiring, quicker to terminate employees and more judgmental of performance. It was only a matter of time (and not much time at that) that employers started to ghost employees.
After terrific interviews and seemingly intense interest, employers stopped communication with candidates. All communication. In fact – as improbable as it sounds – some candidates believing they had been hired, “showed-up” for work on that nerve-wracking first day only to be told a mistake had been made.
In another variant of the game, employees would be hired, would “report” to work and then ghost the employer. This ensured everyone would be messed over.
The game
The game, of course, mirrors our daily interactions with social media or cable news, virtual courses and general anonymity. In fact, “ghosting” reflects even many interpersonal relationships. Society, work or personal has far too often become a dynamic of: we’ll get them before they get us.
Unfortunately, the dynamic drifted to so-called employee hiring websites. Once trusted platforms have seen a rise in ghosting, a lack of authenticity and mixed-messaging. Jobs become hi-tech shell games.
The game is no longer fun nor is it funny. Finding a job online is an elusive exercise and a power struggle borne of a failure to communicate and to be real.
If employers and prospective employees continue to become less trustworthy. Everyone will lose; resentments will linger; confidence on both sides will continue to fade. Reputation will die.
There is nothing more important in a job search than authentic networking. It is past time for job seekers and employers to connect on human and non-digital levels. It is time for authenticity to return to the process.
Questions: Have you ever been ghosted during the job seeking process? As an employer seeking people to fill critical positions, how does your organization ensure the process is mindful?