A growing disconnect is emerging in the modern job market, with both candidates and employers increasingly resorting to silence, leaving the hiring process fraught with uncertainty. While one recent survey indicates that over half of job changers admit to ghosting a potential employer, a separate national survey paints a contrasting picture, suggesting that it is often employers who are going quiet, sometimes even after a contract has been signed. This phenomenon, particularly prevalent during the critical offer-to-start window, is reshaping candidate approaches to job searching and creating significant financial and reputational costs for businesses.
The Dual Nature of Hiring Silence
The hiring landscape, traditionally characterized by clear communication and defined steps, is experiencing a breakdown in transparency. Conflicting survey data highlights a dual problem: candidates disappearing without a trace after accepting offers, and employers failing to respond to candidates, even those who have formally committed to a position. This "silent treatment" is not an isolated incident but a trend that is becoming normalized, forcing both parties to adopt more cautious and defensive strategies in their professional pursuits.
One survey, commissioned by onboarding platform Click Boarding and conducted by OnePoll among 2,000 U.S. adults who have changed jobs in the past two years, revealed a striking statistic: 53% of respondents admitted to ghosting a prospective employer at some point. This indicates a significant portion of the workforce has engaged in this disengaging behavior. Furthermore, nearly half of those surveyed believe that ghosting has become an accepted, almost expected, part of the hiring process. The most common period for this behavior, occurring at more than twice the rate of any other stage, is between offer acceptance and the first day of employment, a critical juncture where commitment is expected.
Christine Marino, Chief Strategy and Transformation Officer at Click Boarding, suggests that this disengagement often predates the candidate’s silence. "Ghosting is often less about the individual being irresponsible and more about disengagement occurring before the employment relationship ever truly begins," Marino stated. This perspective implies that underlying issues within the hiring process itself may be fostering an environment where candidates feel justified in their abrupt departures. The substantial investment companies make in hiring – estimated by Click Boarding to be 75% to 90% of the full cost-per-hire by the time an offer is accepted, and 100% once a start date passes – underscores the significant financial implications of this trend. The Society for Human Resource Management (SHRM) reported in its 2025 Benchmarking Report that the average cost per hire for non-executive roles stands at $5,475, a figure that can be substantially inflated by external sourcing costs.
Employers Under Scrutiny: The Rise of Candidate Ghosting
However, the narrative of candidates being the sole perpetrators of hiring silence is challenged by other research. A separate survey conducted by Gartner, encompassing nearly 3,500 candidates, found a concerning increase in employers going silent. HR Executive first reported on this study in 2023, noting that 51% of new hires either declined an accepted offer late or ghosted the employer entirely within 12 months. This represents a significant uptick from 44% in 2022 and a substantial leap from 36% in 2019, indicating a worsening trend.
Jamie Kohn, Senior Director in Gartner’s HR Practice, attributes this rise to candidates maintaining "one foot in the job market" even after accepting an offer. However, Kohn also points to a deeper cause: a growing skepticism among candidates regarding the honesty of employers during the hiring process. This suggests a cyclical issue where perceived employer disingenuousness fuels candidate mistrust, leading to reciprocal silence.
Further complicating the picture is Employ’s 2026 Job Seeker Nation Report, which utilized a Zogby Analytics survey of over 1,500 U.S. adults. This report found that employer-side ghosting is escalating at a faster rate than candidate ghosting. According to the report, 32% of candidates reported being ghosted by an employer in the current year, an increase from 30% in 2025. In stark contrast, only 14% of candidates admitted to ghosting an employer themselves.
Stephanie Manzelli, Chief People Officer at Employ, links this trend to a decline in candidate confidence rather than outright bad faith. "When the job search feels harder to navigate, less predictable and riskier than it used to, confidence drops, and so does the willingness to try," Manzelli explained. This perspective highlights the psychological impact of an uncertain job market on candidate behavior, suggesting that a lack of perceived stability and a difficult search experience can lead to a retreat from engagement.
A third survey, LiveCareer’s Vanishing Candidate Report, based on a Pollfish survey of 1,008 employed adults, offers a middle ground. It found that 25% of job seekers have ghosted an employer. This report also identified accepting a competing offer as the primary reason for candidate ghosting (51%), rather than issues arising in the post-offer period, a finding that aligns somewhat with Click Boarding’s emphasis on pre-employment disengagement.
Identifying the Root Causes of Silence
Despite the conflicting data on who initiates the silence, the various surveys consistently point to several common triggers contributing to this phenomenon. These include:
- Slow or Inconsistent Communication: A lack of timely updates or erratic communication from either the employer or the candidate can create anxiety and erode trust. When candidates are left waiting for extended periods without explanation, they may assume disinterest or begin exploring other opportunities. Similarly, employers may perceive a lack of communication from a candidate as a sign of waning interest.
- Vague Information About the Role: Ambiguity regarding job responsibilities, company culture, compensation, or career progression can lead to disillusionment. Candidates who feel misled or are unsure about the true nature of the position may opt out rather than commit to a role that doesn’t align with their expectations.
- Impersonal and Automated Processes: In an era of digital recruitment, many hiring processes can feel transactional and devoid of human connection. When candidates perceive the process as overly automated or lacking a personal touch, they may feel less invested and more inclined to disengage without explanation. This is particularly true when candidates have multiple opportunities and are looking for a role where they feel valued from the outset.
- The Offer-to-Start Window: This specific period emerges as a high-risk zone for both parties. For candidates, accepting an offer often marks the end of an intensive search, but it can also be a moment of lingering doubt, especially if the onboarding process is unclear or delayed. For employers, this window represents the final stages of securing a hire, and any silence or withdrawal at this point can be exceptionally costly.
- Economic Uncertainty and Shifting Job Markets: The broader economic climate plays a significant role. Periods of economic instability or rapid shifts in industry demand can create a sense of flux. Candidates might feel more secure holding onto multiple offers or waiting for a more definitive opportunity, while employers may face internal budget freezes or shifts in hiring priorities that lead to sudden pauses in the recruitment process. The lingering effects of the COVID-19 pandemic, which dramatically altered hiring practices and employee expectations, continue to influence these dynamics.
Implications for the Future of Hiring
The pervasive nature of hiring silence carries significant implications for both job seekers and employers. For candidates, the experience of being ghosted can lead to increased cynicism and a more guarded approach to future job searches. This might involve demanding more transparency upfront, delaying acceptance of offers until more information is available, or even continuing to interview actively after accepting a position. This, in turn, can create a cycle where candidates feel compelled to protect themselves from potential employer disingenuousness, inadvertently contributing to the problem.
For employers, the cost of hiring goes far beyond the financial outlay. Reputational damage is a significant concern. A company known for poor communication or a tendency to ghost candidates will struggle to attract top talent in the future. This can lead to longer hiring cycles, increased recruitment costs, and ultimately, a less competitive workforce. The erosion of trust also impacts employee morale and organizational culture, as potential hires may be wary of joining a company that has a reputation for treating candidates poorly.
The fact that multiple surveys, each with different methodologies and commissioned by companies that stand to benefit from the problems they describe, identify similar root causes suggests a shared underlying issue. The common threads of poor communication, lack of clarity, and impersonal interactions point towards a need for a more human-centered and transparent approach to recruitment.
Addressing the Silent Treatment
While the data presents a complex and sometimes contradictory picture, the consensus points towards a critical need for improved communication and transparency throughout the hiring lifecycle.
For Employers:
- Proactive Communication: Maintain consistent and timely communication with candidates at every stage, providing clear timelines and updates, even if there is no significant news.
- Transparency: Be honest and upfront about the role, company culture, compensation, and career progression. Avoid overselling or misrepresenting the position.
- Personalization: Strive to make the hiring process feel personal and engaging. Humanize the interaction and demonstrate genuine interest in the candidate.
- Defined Onboarding Process: Ensure a smooth and well-communicated onboarding process following offer acceptance to reinforce commitment and set clear expectations for the first day and beyond.
- Feedback Mechanisms: Implement systems for providing constructive feedback to candidates, even to those not selected, to foster goodwill and improve the candidate experience.
For Candidates:
- Professional Etiquette: While acknowledging the prevalence of ghosting, maintaining professional etiquette by communicating any change of heart or decision to withdraw from consideration is crucial for preserving one’s professional reputation.
- Due Diligence: Thoroughly research potential employers and ask clarifying questions during the interview process to ensure alignment with expectations.
- Manage Expectations: Understand that hiring processes can sometimes be lengthy and complex. While seeking clarity, also manage personal expectations regarding response times.
The "silent treatment" in hiring is a symptom of a more profound shift in the employment landscape, influenced by evolving candidate expectations, economic pressures, and the inherent challenges of navigating a complex job market. Addressing this requires a concerted effort from both sides to foster a culture of clear, consistent, and respectful communication, thereby rebuilding trust and creating a more positive and predictable hiring experience for all involved. The long-term health of the labor market hinges on the ability of organizations and individuals to bridge this communication gap and move beyond the era of silent departures and unanswered inquiries.
