In the negative atmosphere of a job search, where a 0.5% success rate is considered good, outright rejection of job applicants isn’t the worst part. At least with a rejection (or the euphemism “we have decided to move in a different direction”) you know where you stand.
Ghosting of job applicants is worse than rejection because you are denied ANY information.
- Is the talent acquisition person or recruiter ghosting you by order of corporate lawyers?
- Or are you being ghosted because the person has no good news and believes it’s better to say nothing?
- Or is the person—perhaps someone you know well—ghosting you because your negative attitude makes you a pain to be around?
- Or are your fears correct and you are being ghosted because you suck as a job applicant and are unworthy of a response?
Mystery upon mystery.
Ghosting is here to stay, and we can’t do anything about it. Ghosting in return by job applicants is not a productive solution, and calling out ghosting won’t change the people who practice it.
All we can control is how we respond to ghosting. Ideally we are able to move on.
But sometimes it’s hard.
If anyone has suggestions on healthy responses to ghosting, please comment. Many of us can use the advice.
John E. Bredehoft 