You just left a 2^nd round interview that lasted over an hour, certain that you and the hiring manager hit it off and are the perfect match.  When you inquire about next steps, they say that they want to move forward with the process as quickly as possible, only to have her or him go completely radio silent afterwards.  You’ve sent follow up emails / calls, but you hear nothing – ever.  It’s pretty evident you aren’t getting the job, but at this point,  you would welcome an upfront response, ideally with some feedback.

Sound familiar?  Ghosting has become an epidemic in our culture, partly exacerbated by our always-on and tech-obsessed culture, which in actuality often times has adverse effects on human behavior (a topic for another discussion).

Most candidates have experienced some form of ghosting during their interviewing process.  It’s disheartening and frustrating.  Before you start assuming the hiring manager is the devil and adding the company to your black list, here a few things to keep in mind.

1)     Don’t let it affect future applications and interviews.  It’s okay to feel a bit down, but don’t stay too long at the pity party.  When someone ghosts, it shows a lack of empathy and solid leadership skills – these are clearly characteristics of someone / a company you do not want to work with.  Let it go, bounce back and stay positive and laser-focused on your end goal of landing the right next opportunity. 

2)     Sounds like a given, but make sure you don’t post angry posts about the specific company on LinkedIn or other social platforms…you never know who will see it and this is never a good look.  Again, don’t harbor resentment and try not to take things personally.  Their ghosting is not necessarily a reflection of your skills and experience.

3)     You don’t have the ability to control people’s actions, but as this has become a universal issue for many of us, always make the effort to lead by example.  Apply the age-old concept of “be the change you wish to see in the world.”

4)     Although it may not sound like a legitimate reason, some companies don’t want to officially reject candidates until they have their #1 candidate in the actual chair, or sometimes the search got put on hold.

There could be any number of excuses, but the best companies and recruiters take utmost pride in getting back to candidates (even if they don’t have feedback themselves!) as there might be another role for that individual in the near future.