Latest / Hiring & Firing with Fexingo: Recruitment, Performance, and Workforce Decisions / How Ghosting Candidates Backfired on One Employer
Transcript
- Lucas: You know that feeling when you apply for a job and then you just never hear back? Of course you do. Most of us have been ghosted by a company at some point. But what happens when the company is the one doing the ghosting, systematically, across hundreds of candidates? Luna: I think we've all been there. It's frustrating. But I'm guessing there's more to it than just annoying applicants. Lucas: Exactly. Let me tell you about a startup in Austin that learned this the hard way. They went through a rapid hiring phase last year, processing over 200 applications for a single role. And they simply stopped responding to the ones they didn't want. No rejection, no update, nothing. Luna: That feels short-sighted. What happened? Lucas: Within six months, their Glassdoor rating dropped from 4.2 stars to 2.9. Candidates who got ghosted started posting the interview questions online, and future applicants came in already prepared. More importantly, the candidates they actually wanted to hire started cancelling interviews because they'd heard bad things. Luna: So the ghosting came back to bite them on the very candidates they wanted. That's a perfect illustration of how treating candidates poorly hurts your ability to hire. Lucas: This is the kind of story that should make any hiring manager pause. And if today's episode helps you think differently about your own process, that's exactly why we do this. These conversations stay ad-free because of listener support at buy me a coffee dot com slash fexingo. Luna: Yeah, it's a small way to keep the show running. And it really helps. Lucas: Alright, back to that startup. They eventually realised they had to fix their candidate experience. But by then, the damage was done. They spent an extra $50,000 on recruiting agency fees to find candidates who would even consider them. Luna: That's a tangible cost. But what about the lost opportunity from the candidates who ghosted them in return? I bet that number is higher. Lucas: You're right. They estimated that the combined effect — lost productivity, delayed projects, and agency fees — added up to about $400,000. For a startup that's a huge hit. Luna: And it all started with not sending a simple 'no thanks' email. How long does that take? Maybe ten seconds per candidate. Lucas: Exactly. That's the irony. The time you save by ghosting is negligible, but the cost of rebuilding trust is enormous. Let's dig into three alternatives that the startup eventually adopted. Luna: I'm listening. What's number one? Lucas: First, set up an automated rejection email that goes out as soon as the role is filled or the candidate is no longer under consideration. It doesn't have to be personalised, just a standard template that thanks them for their time and closes the loop. That alone would have stopped 90% of the Glassdoor complaints. Luna: Simple. But I know some companies worry about the tone. Any tips? Lucas: Keep it neutral and brief. No false promises like 'we'll keep your resume on file' unless you actually plan to. That can backfire if they apply again and you don't recognise them. Luna: Good point. What's the second alternative? Lucas: Use a candidate relationship management system — even a basic one — to track where each person is in the process. That way you can send updates proactively. If a decision is delayed, let them know. It's better than silence. Luna: So it's about managing expectations. I think many hiring managers don't realise that candidates appreciate a 'still working on it' message almost as much as an offer. Lucas: Absolutely. And the third one is the most powerful: create a 'no-ghost' policy for your recruiters. Make it a metric. Every candidate who applies must receive a final communication within two weeks of the role being filled. Hold your team accountable. Luna: That would change the culture entirely. But what about the volume? Some roles get hundreds of applicants. Lucas: That's where automation helps. You can use a screening tool that auto-rejects clearly unqualified candidates, then send a batch rejection to the rest once you've identified your shortlist. It doesn't need to be manual. Luna: The startup you mentioned — did they implement these? Lucas: Eventually, yes. After the Glassdoor hit, they hired a candidate experience manager. Within a year, their rating climbed back to 3.8, and they started getting applicants from people who had previously ghosted them. It turned around. Luna: That's a great recovery story. But I bet it took longer and cost more than if they had just been respectful from the start. Lucas: No doubt. And that's the lesson. Candidate ghosting isn't just rude; it's a business risk. In a tight labor market, your reputation as an employer is one of your most valuable assets. Neglect it, and you'll pay. Luna: So if you're listening and you've ever let a candidate go without a reply, today's the day to change that. It's small, but it matters. Lucas: And if you want more episodes like this, we do them ad-free thanks to listeners who support at buy me a coffee dot com slash fexingo. That's all for today. Lucas out.