In today’s frenetic, hyper-digital world, ghosting isn’t just for dating apps — it’s creeping into the professional sphere. Employers, swamped with applications and fast-tracked virtual hiring processes, sometimes fail to follow up with candidates, leaving them in the dark after interviews. All in all, the phenomenon of being “ghosted” by a company has become a frustratingly common experience. But according to Farheen Kamran, senior director of Global Talent Acquisition at P&G, job seekers have more control (and more potential for upside) than they might think when navigating these murky situations.
“For candidates, even if you don’t get the outcome you hoped for,” says Kamran, “there’s always something to learn and grow from in every interview experience.”
And companies, if you’re listening, ghosting a potential employee can cast a real shadow of negativity on your reputation — so it’s in your best interest to stay in touch. “At the end of the day, the way candidates are treated by recruiters leaves a lasting impression,” says Kamran. “One positive experience, even if it’s not a job offer, can inspire candidates to reapply or recommend the company to others.”
So as an aspiring employee, how can you approach the interview process to minimize the chance of being ghosted — or at least walk away with valuable insights? Here’s some sage advice:
Follow up thoughtfully without pestering (and skip the DMs)
Reaching out after an interview to reinforce your interest in a role is a good practice, but striking the right tone is crucial. While you might want to stand out, going overboard with too-frequent emails or reaching out through multiple channels can backfire.
“It’s not that showing interest is bad — it’s just about balance,” says Kamran, who once saw a candidate email daily about a role, and even contact a recruiter’s colleagues and supervisor. “Over-persistence can turn into a red flag,” she explains. Instead, a single follow-up email, thanking the interviewer for their time and briefly reiterating your interest in the role, is typically enough. If there’s no response, Kamran says, it’s fine to send one more follow-up after a week, but avoid crossing into overly aggressive territory.
And in case you need a reminder, contacting recruiters via LinkedIn DMs or their personal social channels is a step too far. Keep your communication professional and use the proper channels — show respect for their time and space.
Remember: ghosting isn’t always personal
It’s easy for your excitement over a job to fade when you don’t hear back from an employer — especially for a dream gig — but ghosting usually has more to do with organizational dynamics than your interview performance.
“One of the most common reasons for ghosting is a high volume of applicants. When there are many candidates to interview, it can be challenging for employers to provide timely feedback, which creates a backlog,” explains Kamran.
Another reason is internal delays. “Sometimes decisions are delayed due to internal processes — like waiting for budget approvals or discussions among hiring teams. That’s why, at P&G, we strongly emphasize holding debrief sessions immediately after interviews to ensure we can get back to recruiters and candidates in a timely manner,” says Kamran.
A lack of structure is a third common issue: Some organizations don’t have a formal process for candidate communication, which can lead to oversights. “Having a structured feedback process — clearly outlining who communicates what and at which stage of the recruitment process — helps avoid this,” says Kamran.
Lastly, recruiters are human, too — and they don’t like giving someone unpleasant news any more than you do. Sometimes employers avoid communicating with candidates when the feedback isn’t positive, because it can lead to difficult conversations. “Is that the right thing to do?” asks Kamran. “Absolutely not, but it does contribute to delays.”
Know when to ask for feedback
If you’ve progressed far into the interview process (maybe you’ve submitted a test project or made it to the final round) and don’t hear back, politely requesting feedback can help you understand how to improve for future opportunities. “Far in the process, if I were a candidate, I’d want to know what was missing,” Kamran says.
And when you’re asking for feedback, frame your request professionally, focusing on self-improvement rather than frustration. A message that expresses gratitude for the opportunity, and asks for insights on how you can improve, demonstrates maturity and a genuine interest in growth. Even if you don’t receive a response, you’ve left a positive impression.
Ghosting might feel frustrating, but it doesn’t have to define your job search experience, or make you feel defeated. By maintaining professionalism, staying persistent (in moderation), and focusing on growth, you can navigate the hiring process with confidence — and, yes, land your dream role.
