Ghosted by Candidates? Why It’s the New Norm and What Employers Can Do About It

You’ve shortlisted the candidate.

They confirmed the interview.

Maybe they even signed the offer letter.

Then suddenly—silence. No reply. No show. No explanation.

Welcome to hiring in 2025.

Candidate ghosting has gone from occasional frustration to a weekly reality for many employers in Malaysia, especially in fast-paced industries like healthcare, retail, and logistics. But before we get too frustrated, it’s worth asking—why is this happening? And more importantly, what can we do about it?

The Numbers Don’t Lie

While local statistics are limited, global trends (and HR forums in Malaysia) confirm that ghosting is on the rise:

• A 2024 LinkedIn survey showed nearly 77% of recruiters globally have been ghosted by candidates.
• In Malaysia, mid-level roles and contract jobs see the most no-shows, especially in nursing, customer service, and admin sectors.
• Employers report ghosting at three stages: pre-interview, post-interview, and even after accepting the offer.

Why Are Candidates Ghosting?

Before we assume it’s “just unprofessional,” let’s look at a few reasons:

• Anxiety or Fear of Confrontation
• Many candidates—especially fresh grads or juniors—don’t know how to say, “I changed my mind.” So instead, they disappear.
• Better Offers Come Up Fast
• In a hot job market, candidates may receive multiple offers at once—and if another offer has faster response or better pay, they’ll go with it. Some don’t feel the need to inform others, especially if your process took too long.
• Lack of Connection with the Employer
• If the job feels transactional or cold, the candidate may not feel guilty about ghosting. They might think: “They didn’t really care about me, so why should I care about them?”

What Employers Can Do About It

It’s frustrating, but ghosting isn’t totally out of your control. Here’s what works:

Speed Up the Hiring Process

If you’re taking 2 weeks to respond or confirm offers, you’re losing candidates to faster companies. Try to shorten decision timelines and communicate more frequently.

Humanize Your Communication

Don’t just send robotic emails. A WhatsApp message saying “Hi Aina! We’re excited to meet you. Just confirming your interview tomorrow at 10AM. Let us know if you need anything.” goes a long way in building commitment and trust.

Follow-Up the Right Way

If a candidate ghosts, follow up once or twice—politely and professionally. Don’t burn bridges. Sometimes, life happens. Sample follow-up message:

"Hi [Name], we noticed you missed your interview/first day. If there was a scheduling issue or change of plans, no worries—we’d appreciate a quick update. Wishing you all the best, and do reach out if you're still interested in future roles!"

Build a “Talent Bench”

Always have backups. Ghosting hurts less when you’ve got 3-4 potential hires lined up instead of betting on one.

💡 Bonus: Use WeAssistJobs to Stay Ahead

At WeAssistJobs.com, we help employers:

✅ Pre-screen serious candidates so you waste less time

✅ Set up WhatsApp-based interview reminders

✅ Maintain a pool of local healthcare/admin/frontliner talents

✅ Create listings that stand out and attract committed applicants

Ghosting might be a trend—but with better tools and smarter hiring, you can outsmart it.

💬 Final Thought

Ghosting is frustrating, yes. But it’s also a signal: today’s candidates expect more speed, empathy, and clarity. Adapt to that—and you’ll not only reduce no-shows, you’ll start attracting the kind of talent that shows up, commits, and grows with you.

👉 Try hiring smarter at WeAssistJobs.com