We all have heard by now about celebrities ending relationships by “ghosting” — that is, by simply ceasing all communications and, at times, pretending that the other person does not even exist.
Some sites are now reporting that employers are ghosting their potential employees. With the prevalence of job search engines like Monster.com, it may be inevitable. The ease with which applicants can respond to online job listings, regardless of whether they are a good fit for the potential position, virtually guarantees that many applicants will not merit an interview.
However, best practices dictate that, if the applicant makes it to the screening or in-person interview stage, they also should receive some written notification of their application status. Even putting aside etiquette, employers need to ensure that they track the applicants whom they interview, whether or not they receive an offer, and, if not, why they did not receive an offer. Because applicants may pursue discrimination claims for failure to hire if they are denied a position due to some protected category, it is critical that employers document their hiring decisions.
So, even if employers are inclined to ghost, they should be communicating, and documenting their interactions, with their qualified applicants.
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