Communication | HR's guide to workplace ghosting

For those that are unaware of the term ‘ghosting’, it is a practice that originated on dating apps such as Tinder and Bumble, and described the situation in which one individual expressed interest in another and even participated in some stages of dating, only to disappear into thin air with not even a goodbye text.

Subsequently, the practice caused a furore in younger generations due to its ‘callous’ nature. ‘Ghosters’ – or those who do the ‘ghosting’ – are infamous because they are known for wasting the time of their victims. Whilst the professional world is poles apart from the dating scene, the practice of ‘ghosting’ has found its own popularity in the professional sector.

So, how does a dating trend translate to the workplace? Well, a recent study conducted by Robert Half found that a massive 94% of hiring managers and recruiters claim that they’ve been ghosted by candidates in the process. 44% of all jobseekers who ghosted a hiring manager did so because of a more attractive proposition, whilst 65% of those did so by failing to show up on the first day. Some 27% ceased communication after receiving a counteroffer from their current employer and 19% after hearing negative feedback about the company.

And in-house resourcing isn’t the only function being plagued by ghosting. The issue is slowly creeping onto the HR radar, as many professionals may be experiencing the phenomenon without even realising it. Particularly with the advancement of technology in the workplace, it’s getting easier and easier to field the communication you have with others. Whilst it’s hard to escape physical contact, choosing not to reply to emails, Slack messages or even phone calls can leave one party without any means of getting in touch with a colleague or client.