UK career resource platform CV Genius published its 2024 Employer Ghosting Report, revealing that 56% of UK employers may have ghosted job applicants during the recruitment process. The report explores the causes of this communication breakdown between employers and candidates and recommends strategies to help candidates stay motivated in their job search.
CV Genius polled 625 hiring managers in its UK Recruitment Trends Survey, and 56% of them said they’re likely to break contact with candidates without an explanation:
- 33% of hiring managers are likely to break contact.
- 23% of hiring managers don't have a problem with ghosting job applicants.
- 44% of hiring managers are unlikely to ghost a candidate.
Geoffrey Scott, Senior Hiring Manager at Resume Genius, adds, ‘No hiring manager feels joy rejecting a candidate, especially when that candidate clearly put in effort or had a strong skill-set but just didn’t quite meet the needs of the role. But it’s still important to be respectful and let them know when they’re not being considered for the role anymore.’
In a separate study of UK job seekers, 86% of respondents who experienced ghosting reported feeling down or depressed, with 17% indicating that the experience left them severely depressed.
Seb Morgan, Careers Expert at CV Genius, says, 'It's an incredibly frustrating experience to put effort into your CV and job interview only to have the employer disappear on you. Employers might not always have the time to write personalised rejection letters, but job seekers deserve better than just radio silence. We need to address this trend and help job seekers stay resilient in the face of it.’
Primary Reasons Why Applicants Are Being Ghosted
Communication standards are slipping
The report highlights that communication practices between hiring managers and candidates have changed, with younger hiring managers demonstrating a higher likelihood of breaking contact with candidates.
- 61% of younger hiring managers (Gen Zs and Millennials) are more likely to ghost applicants compared to their older counterparts (Gen X and Baby Boomers).
- Over a third (36%) of Gen Z and Millennial hiring managers reported they’re likely to ghost unsuccessful candidates, while only 23% of Gen X and Boomer hiring managers indicated similar behaviour.
‘The rise of instant messaging and other collaborative tools has made communication more immediate and informal,' Scott says. ‘However, it’s also given hiring managers more control over how and when they communicate.’
This shift towards informal and faster decision making also impacts how younger hiring managers assess CVs. Research into CV and cover letter trends from CV Genius shows that Gen Z hiring managers are 67% more likely than other generations to discard a job application when encountering a red flag.
Some CVs don’t reach the hiring manager
Another factor driving ghosting is the increasing use of Applicant Tracking Systems (ATS). The CV Genius UK Recruitment Survey findings reveal that 71% of hiring managers rely on ATS software to screen CVs before a human ever sees them.
The pressure on hiring managers to review applications swiftly has intensified in recent years, as the number of UK job vacancies has fallen sharply — from 1,299,000 in mid-2022 to 884,000 in mid-2024. This reduction in available roles has increased competition among job seekers, making it increasingly difficult for hiring managers to respond to every applicant in a timely manner.
‘When you have 200 CVs on your desk and a looming deadline, it isn’t feasible to manually comb through every application,’ Scott says.
As a result, CVs with unconventional layouts or wording can be filtered out by the ATS and never reach the hiring manager's desk.
The position is never filled
Budget restrictions or shifts in business priorities can also result in ghosting. Roles may be redefined or put on hold, leaving both the hiring manager and the candidate in limbo.
‘Applicants often assume the hiring manager is the only person between them and the job, but that’s rarely the case," Scott says. ‘Senior management, department heads, and even accounting can influence or delay the hiring process, sometimes without informing applicants.’
How Job Seekers Can Respond to Ghosting
1. Politely follow up on the job application
Applicants shouldn’t hesitate to send a polite, concise follow-up email or make a phone call after 1–2 weeks of no response so they can show their continued interest in the role and request an update on their application.
Following up is a responsible step, especially if sufficient time has passed since the initial application or interview. Mentioning the intention to follow up during the interview or in the cover letter can help ease any concerns about appearing pushy.
2. Ask for feedback
Job seekers shouldn’t hesitate to ask for feedback. The UK Recruitment Trends Survey found that 61% of hiring managers are willing to provide feedback when requested. Asking for feedback is a good way to keep communication open, especially if the hiring manager hasn’t responded to a follow-up. It also encourages rejection-averse managers to clarify if the candidate is no longer being considered for the role.
From the candidate’s perspective, it’s often unclear why an application was rejected — whether it was due to the job requirements, an error on the CV, or simply because another candidate had more experience. Regardless of the reason, receiving feedback can help job seekers identify areas for improvement and strengthen future applications.
After waiting for a response, candidates should politely request constructive feedback to gain clarity and refine their job search strategy for future opportunities.
3. Remain professional
Candidates should remain calm and professional in all communications, even if a hiring manager doesn’t pay them the same courtesy. Job seekers should avoid expressing frustration or sending emotional messages, as this could damage future opportunities. Staying composed and keeping communications respectful can help job seekers leave a positive impression, which might lead to other opportunities down the line.
Additionally, applicants should adapt to the organisation's preferred communication style, whether it’s via email, LinkedIn, or another platform. Demonstrating patience and professionalism will benefit them if the employer revisits their application in the future.
4. Look at other job opportunities
One of the most frustrating aspects of being ghosted is feeling like time and effort were wasted. However, it’s important for candidates to keep their options open by continuing to apply for other roles. Until a formal job offer is signed, no opportunity is guaranteed, so staying proactive in the job search is essential.
Maintaining a structured approach, such as setting weekly or monthly goals for how many applications to submit, can help job seekers stay motivated. Exploring similar job titles or roles that align with their skills and experience can also broaden their chances of success.
‘Treat your job search like a job in itself,’ says Scott. ‘Set weekly or monthly goals for how many applications you submit and don’t limit yourself to one job title — consider similar opportunities that use the same skills or industry experience.’
5. Practise self-care during the job search
Job applications can be mentally and emotionally draining, especially when dealing with ghosting or rejection. Job seekers should prioritise their well-being by setting clear boundaries for their job search activities and ensuring they take time to recharge. For instance, limiting job search hours to a specific time each day can prevent burnout.
In their downtime, applicants should engage in activities that help them relax and reduce stress, such as exercising, spending time with friends, or pursuing hobbies. Applicants should also remember that while a career is an important part of life, it's only one part, and maintaining balance will ultimately lead to a healthier, more effective job search.
To access the complete resource, visit https://cvgenius.com/blog/career-advice/employers-ghosting-job-applicants or contact Ethan David Lee at ethan@cvgenius.com.
Methodology
The UK Recruitment Trends Survey mentioned was conducted by CV Genius in collaboration with Pollfish. The study sought to gain insights into the impact of CV evaluation, interviews, and skills assessments on hiring decisions, as well as to identify the most valued candidate qualities among UK hiring managers. The survey was fielded online on 22 April 2024, and targeted a sample size of 625 participants.
Demographic breakdown is as follows: Gender: female (45%), male (55%); Age Groups: Boomers (5%), Gen X (24%), Millennials (52%), Gen Z (19%); Company Size: Small (<50 employees) (33%), Medium (50-250 employees) (29%), Large (250+ employees) (26%) External recruiters (12%); Country: United Kingdom
