With the job market on fire these days, companies are
seeing an increase in no-shows for phone interviews,
in-person interviews, and worst of all no-shows on the
scheduled date of hire.
This no-show phenomenon has been dubbed “ghosting” as a
result of candidates disappearing into thin air, like a
Some major businesses are reporting that 10% to 30% of job
applicants and scheduled hires not showing.
During the Great Recession, “ghosting” was the common
complaint among employees who interviewed for a job and
then never heard another thing from the company.
Now the situation is reversed. As a result, companies are
increasing the number of candidates interviewed and are
employing various contact strategies to keep individuals
engaged between the offer and the scheduled start date.
For companies that are government contractors and have an
Affirmative Action Plan (AAP) for which they need to keep
interview and hiring records, they need to know how to
record “ghosts” in order to get credit in any AAP Audit.
Candidates who receive an offer of employment, but never
start the job should be counted as “selections” or hires
by a company on its AAP records.
Additionally government contractors need to accurately
record the disposition of candidates, not only as a
defense in refusal-to-hire lawsuits but also as a defense
for any adverse impact calculations by federal agencies
such as the EEOC.
“Ghosting” is no fun, regardless of who is doing it.
However, there are some indicators that you are dealing
with a potential “ghost”:
#1 A change in the person’s tone.
#2 Delayed commitment to a start date.
#3 Unanswered emails, voicemails, or text messages.
#4 Various excuses for not completing certain tasks.
When you start seeing these signs, it is probably in your
best interest to stop the process and move on to other