From frustrations with being left in the dark to actionable suggestions for improving transparency and efficiency, the responses to Virtual Vocations‘ Employer Ghosting Survey highlight the challenges jobseekers face and the opportunities for employers to enhance the candidate experience. This report dives into the survey findings, uncovering what remote jobseekers really want and need to stay engaged in today’s competitive job market.
What Is Employer Ghosting?
Employer ghosting occurs when an employer or hiring manager fails to follow up with with a job candidate during the hiring process, leaving them without closure or feedback. This can occur at various stages throughout the hiring process, such as after submitting an application, following the completion of an interview, or even while negotiating a job offer. Ghosting can stem from factors such as an overwhelming volume of applicants, disorganized communication processes, shifts in hiring priorities, or, in some cases, indifference to candidate experience.
The effects of employer ghosting on jobseekers are significant. Ghosting often leaves jobseekers feeling undervalued, frustrated, or uncertain about their prospects. For employers, ghosting risks damaging their reputation, as candidates increasingly share negative experiences on platforms like Glassdoor or LinkedIn. Addressing ghosting requires organizations to implement structured communication protocols, provide timely updates, and prioritize transparency—even in cases of rejection—to foster a positive hiring experience.
Employer Ghosting Survey Overview and Respondent Demographics
From October 6–12, 2024, during our 9th annual National Work and Family Month celebration, we conducted an in-depth survey to explore the hiring experiences of remote jobseekers and, more specifically, their history of getting ghosted by an employer during the application process. With 529 respondents sharing their insights, the Employer Ghosting Survey revealed critical trends in employer communication and candidate expectations within the remote hiring landscape.
Our Employer Ghosting Survey attracted a balanced mix of younger and more experienced respondents. The largest respondent group fell within the 28-43 age range, comprising 38% of respondents. The next largest section was the 44-59 age bracket, which accounts for 29% of respondents, followed by the 18-27 age group at 17%, and jobseekers aged 60-78 at 16%. In terms of gender, the majority of participants identified as female, making up 58% of the respondents. Males followed with 37%, while non-binary or gender non-conforming individuals represented 1% of the respondent pool. A small portion, 4%, preferred not to answer the gender question.
To make the findings from our Employer Ghosting Survey easy to explore, we organized the results into four sections: Candidate Experiences with Employer Ghosting, Jobseeker Communication Preferences, The Impact of Employer Ghosting on Jobseekers, and Candidate Suggestions for Improving the Hiring Process. Each section provides a deeper understanding of the challenges remote jobseekers face, from communication breakdowns to actionable steps employers can take to improve the hiring experience.
Candidate Experiences with Employer Ghosting
These survey findings highlight the pervasive issue of employer ghosting in remote job searches, revealing its frequency, timing, and impact on jobseekers. A combined 57% of respondents reported being ghosted frequently or almost always, while another 30% experience it sometimes, making it a common frustration for many. Candidates most often feel ghosted after submitting applications (67%), with fewer reporting ghosting after interviews (28%) or receiving a job offer (5%). This suggests that the earliest stages of the hiring process are where communication breakdowns are most prevalent, leaving candidates uncertain and undervalued.
Timely responses play a critical role in mitigating the negative effects of ghosting, as 59% of respondents consider silence beyond one or two weeks as ghosting. Many candidates believe ghosting is more common in remote hiring than in-office roles, with 61% attributing it to factors like high applicant volumes (42%) and inadequate communication processes (27%). The emotional toll is significant, prompting 38% of jobseekers to either withdraw or consider withdrawing from hiring processes due to poor communication. While most respondents (66%) cope by focusing on other opportunities, the dissatisfaction caused by ghosting can harm employer reputations and discourage future applications.
Overall, respondents’ answers to questions on their experiences with employer ghosting underscore the importance of transparency and consistent communication throughout the hiring process. Remote employers who address these issues by providing regular updates, clear timelines, and feedback are more likely to retain candidate interest, enhance their employer brand, and foster positive candidate experiences.
Jobseeker Communication Preferences
Here, we learn of the critical role that clear and personalized communication plays in the hiring process. A majority of respondents (67%) prefer personalized rejection emails, while 26% are satisfied with automated responses, showing a strong inclination toward thoughtful engagement from employers. Closure matters greatly to jobseekers, as 52% appreciate automated rejection emails for the clarity they provide, although 37% desire a more personalized touch. This suggests that while efficiency is valued, the extra effort to personalize communications could enhance candidates’ experiences significantly.
Updates on application status are particularly impactful, with 82% of respondents stating that such updates help reduce feelings of ghosting. Regular updates can alleviate uncertainty and demonstrate that employers value transparency. Similarly, 69% of respondents want specific feedback on rejections, indicating that constructive insights are seen as an opportunity for growth. Clear timelines and regular updates (identified as helpful by 63% of respondents) can further mitigate the frustration caused by ghosting and improve candidates’ perceptions of the hiring process.
Candidates’ responses to ghosting also vary. While 36% take proactive steps like sending follow-up emails, 34% choose to disengage and move on, reflecting the potential long-term impact of poor communication on employer reputation. A significant portion of respondents also noted the importance of consistent updates, feedback, and rejection messages in making the process feel less discouraging.
The Impact of Employer Ghosting on Jobseekers
Employer ghosting imparts strong emotional and psychological effects on jobseekers and influences their perceptions of companies. Nearly four in 10 (39%) respondents indicated that ghosting negatively impacts their view of a company, while approximately a quarter of respondents (26%) said it makes them reconsider applying to that company in the future. For 29% of respondents, employer ghosting was frustrating, but jobseekers understood that it sometimes happens. Only 6% reported that employer ghosting had no impact on their perception of a company. These findings highlight that ghosting can significantly damage a company’s reputation, particularly among jobseekers who feel it reflects poorly on the company’s professionalism and values.
In terms of emotional responses after being ghosted by an employer, the survey documented a range of feelings. Forty-one percent of respondents said they were frustrated but still motivated to continue their job search. However, 28% admitted to feeling discouraged and unmotivated after being ghosted, indicating that for more than a fourth of jobseekers, ghosting can severely impact their job search momentum. Only 16% of respondents said they felt indifferent about employer ghosting and could easily move on, while 15% reported that employer ghosting made them feel energized to work harder in their search. While some candidates are resilient, a significant number of jobseekers experience demotivation or frustration from employer ghosting, which could influence their overall job search effectiveness.
When asked about sharing employer ghosting experiences, 16% of respondents indicated they were very likely to share their experiences on social media, while 20% said they were somewhat likely to do so. Sharing experiences online can be a form of emotional venting and a way for candidates to warn others about their negative experiences, amplifying the impact of ghosting beyond just the individual candidate. The likelihood of sharing ghosting experiences on social media further suggests that ghosting can damage a company’s public image. Employers would benefit from addressing this issue by improving communication and ensuring timely follow-ups with candidates to preserve their reputation and avoid alienating potential future applicants.
Candidate Suggestions for Improving the Hiring Process
Jobseekers have a clear demand for more transparent and efficient communication from employers, particularly to address employer ghosting and enhance the candidate experience. Among the top suggestions, 29% of respondents called for setting realistic timelines for feedback, while 27% emphasized training hiring managers on communication best practices. Another 25% highlighted the need for better applicant tracking systems, and 19% advocated for creating dedicated communication teams. These findings suggest that jobseekers prioritize accountability and streamlined processes, signaling a need for employers to implement clear strategies to maintain candidate engagement.
Despite being ghosted, candidates are willing to pursue roles that promise long-term benefits. Factors such as potential career growth (30%) and flexibility, including remote work (29%), were the most influential in motivating candidates to stay engaged. Other considerations, like compensation and benefits (17%), prior positive interactions with the employer (13%), and interest in company culture (11%), were less critical but still notable. This suggests that companies offering tangible advantages in career advancement and work-life balance may retain candidates’ interest, even in the face of communication lapses.
Timely responses are crucial to maintaining candidate trust, with most respondents (36%) expecting employers to follow up within one week after an interview. Another 32% felt that 3–5 days was a reasonable timeframe, while 24% were comfortable with a two-week response period. Only a small percentage were willing to wait longer. This highlights candidates’ expectations for prompt communication, reflecting their desire for a hiring process that respects their time and effort.
Better communication during the remote hiring process could significantly enhance candidates’ experiences, according to 76% of respondents. Another 17% believed it would slightly improve their experience, leaving just a small minority indifferent to increased communication. These findings underscore the importance of maintaining consistent updates and feedback, particularly in remote hiring scenarios where candidates may already feel isolated or disconnected.
Complete Employer Ghosting Survey Questions and Answers
Below, we have included the full transcript of the questions from our Employer Ghosting Survey, along with the available answer options and the corresponding percentages of jobseekers who selected each response. These survey questions examine several key aspects of the hiring process, starting with the frequency, timing, and reasons for ghosting, as well as the emotional impact it has on candidates. They also explore how candidates prefer to be communicated with by employers, particularly regarding ghosting, rejections, and application updates. Additionally, the survey assesses how ghosting affects candidates’ perceptions of companies and their emotional responses, as well as how the hiring process can be improved to reduce ghosting and enhance candidate experiences. Finally, we collected basic demographic information about the respondents to provide context for their answers.
How often do you experience employer ghosting during your remote job search?
- Rarely (13%)
- Sometimes (30%)
- Frequently (37%)
- Almost always (20%)
At what stage in the remote hiring process do you typically feel ghosted?
- After submitting an application (67%)
- After the initial interview (21%)
- After a second or final interview (7%)
- After receiving a job offer (5%)
How long do you wait before considering no response from an employer as ghosting?
- 1 week (20%)
- 2 weeks (39%)
- 3 weeks (18%)
- 4 weeks (14%)
- More than a month (9%)
Do you think employer ghosting is more common in remote job hiring than in-office roles?
- Yes, much more common (36%)
- Yes, slightly more common (25%)
- No, about the same (35%)
- No, less common in remote roles (4%)
What do you believe is the main reason employers ghost candidates during the hiring process?
- Too many applicants to respond to (42%)
- Lack of proper hiring communication processes (27%)
- Uncertainty about the role or hiring timeline (7%)
- Indifference toward candidate experience (24%)
Have you ever withdrawn from a hiring process due to lack of communication from the employer?
- Yes, I’ve done that multiple times (21%)
- Yes, I’ve done it once (17%)
- No, but I’ve considered it (30%)
- No, I usually wait for a response (32%)
How do you typically cope with the emotional impact of being ghosted by a potential employer?
- Talking to friends or family (13%)
- Journaling or reflecting on my experiences (8%)
- Focusing on other job opportunities ( 66%)
- Seeking professional support (5%)
- Engaging in exercise or wellness practices, including meditation (8%)
How do you prefer employers communicate when they’ve decided not to move forward with you?
- Personalized email (67%)
- Automated email response (26%)
- Phone call (4%)
- Video call (1%)
- I don’t need a notification (2%)
Would you appreciate receiving an automated rejection email, even if it lacks personalization?
- Yes, closure is helpful (52%)
- Yes, but I’d prefer some personalization (37%)
- No, it feels impersonal (8%)
- No, I’d rather not receive one (3%)
Would receiving updates on your application status (e.g., “still under review”) reduce feelings of ghosting?
- Yes, it would help a lot (82%)
- Yes, but it’s not necessary (12%)
- No, it wouldn’t change much (5%)
- No, I don’t mind waiting without updates (1%)
What type of feedback would be most helpful if you aren’t selected for a remote role?
- Reasons for rejection (e.g., qualifications, experience) (69%)
- General feedback about my application or interview (24%)
- No feedback, just closure (5%)
- I don’t expect feedback at all (2%)
What would make employer ghosting less discouraging during your job search?
- Clear timelines for responses upfront (30%)
- Regular updates on the hiring process (33%)
- Feedback on why I wasn’t selected (25%)
- A transparent rejection message (12%)
How do you follow up after feeling ghosted by a potential employer?
- I send a follow-up email (36%)
- I reach out via phone or LinkedIn (4%)
- I reach out to a contact within the company (5%)
- I check the company’s career page for updates (19%)
- I share my experience on social media or job boards (2%)
- I don’t follow up and move on (34%)
How does ghosting from a potential employer affect your perception of the company?
- It negatively impacts my view of the company (39%)
- It makes me reconsider applying in the future (26%)
- It frustrates me but I understand it happens (29%)
- It doesn’t affect my view of the company (6%)
How do you usually feel after being ghosted by a potential employer?
- Discouraged and unmotivated (28%)
- Frustrated but still motivated (41%)
- Indifferent, I move on (16%)
- Energized to try harder in my search (15%)
How likely are you to share your ghosting experiences on social media or with others?
- Very likely (16%)
- Somewhat likely (20%)
- Not very likely (34%)
- Not at all (30%)
In your opinion, how can companies improve their hiring processes to minimize ghosting?
- Implementing better applicant tracking systems (25%)
- Training hiring managers on communication best practices (27%)
- Setting realistic timelines for feedback (29%)
- Creating a dedicated team for candidate communication (19%)
What factors influence your decision to continue pursuing a role after being ghosted?
- Interest in the company culture (11%)
- Potential for career growth (30%)
- Amount of flexibility available, including remote work (29%)
- Compensation and benefits offered (17%)
- Previous positive interactions with the employer (13%)
What would you consider a reasonable timeframe for an employer to respond after an interview?
- 3-5 days (32%)
- 1 week (36%)
- 2 weeks (24%)
- 3 weeks (7%)
- More than 3 weeks (1%)
How would better communication from employers during the remote hiring process impact your experience?
- Significantly improve my experience (76%)
- Slightly improve my experience (17%)
- It wouldn’t make much of a difference (5%)
- I don’t expect employers to communicate more (2%)
What is your age range?
- 18-27 (17%)
- 28-43 (38%)
- 44-59 (29%)
- 60-78 (16%)
How would you describe your gender?
- Female (58%)
- Male (37%)
- Non-binary or gender non-conforming (1%)
- I prefer to not answer (4%)
About Virtual Vocations
Virtual Vocations, Inc., founded in 2007, is a private, family-owned, and 100% distributed company. Co-founded by CEO Laura Spawn and her brother, CTO Adam Stevenson, Virtual Vocations connects jobseekers with legitimate, fully remote job openings. Virtual Vocations team members screen job postings to ensure the highest quality standards. To date, Virtual Vocations has helped more than four million jobseekers find flexible remote work options.
In addition to managing and curating a database that, at any given time, houses more than 15,000 current, hand-screened remote job openings, Virtual Vocations offers jobseekers a number of tools to aid in their job searches. These tools include exclusive, self-paced career courses, digital guides for popular virtual job industries, and downloadable worksheets. The Career Services Division also provides job coaching and interview prep, LinkedIn profile enhancement, and resume and cover letter writing. Virtual Vocations also releases multiple data-driven reports each year on current trends in remote work.
Send questions about Virtual Vocations’ Employer Ghosting Survey results to Kimberly Back. Kim is the senior job data content producer for Virtual Vocations. Please reach out to her at kim (at) virtualvocations (dot) com. We also encourage you to explore Virtual Vocations’ social media profiles and connect with us. Visit Facebook, X, LinkedIn, YouTube, Instagram, and Pinterest for more remote work content and conversations.
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