Candidates who ghost job offers warned they’ll be blacklisted by recruiters for future roles

Talent shortages are seeing jobseekers fail to reply to companies and recruiters who offer them work — but candidates have been warned they will be blacklisted for roles in the future.

Jobseekers fed up with being ghosted after an interview are now getting their revenge – ignoring recruitment offers from companies desperate to fill worker shortages.

But personal branding strategist Sue Parker says “two wrongs don’t make a right” and warns candidates who fail to reply to a job offer will be blacklisted by recruiters for roles in the future.

“Memories are long,” says Parker, the founder of DARE Group Australia.

“Ghosting is a horrible, horrible behaviour. It’s an absolutely conscious decision to stick your head in the sand and be a jerk.

“People who ghost need to grow up and act maturely. There’s phones, there’s texts, there’s emails (to respond to recruitment offers) – ghosting just demonstrates a lack of ethics and decency.”

NOT JUST A DATING PROBLEM

Ghosting, the practice where someone cuts off all communication without explanation, is typically associated with dating but Parker says it has long been a problem in the employment sector – most often by recruiters who fail to follow-up with a candidate who submits a job application or is called in for interview.

However, ghosting by candidates has significantly increased as talent shortages lead to jobseekers receiving multiple employment offers.

In many cases, the ghosting only starts after a formal job offer is made and a contract is due to be signed, Parker says.

Sue Parker, founder of Dare Group Australia.

She says ghosting reflects poorly on candidates as it shows arrogance and an inability to deal with uncomfortable situations – both red flags to future employers.

“Ghosting is a choice and that choice has consequences,” she says. “The candidate who ghosts a HR or a recruiter could well be in the reverse situation (of needing to find work) later.

“The only time ghosting is ever OK is if someone is being abusive.’’

HAVE SOME RESPECT

Gunnar Habitz has received multiple job offers on two separate occasions. Each time, he made sure he replied to each offer within 48 hours.

“It’s just called respect,’’ says Habitz, senior partner and alliance manager at social media management platform Hootsuite.

“If you do the wrong thing (and ghost a recruiter), then it’s your reputation on the line.”

Habitz says responding to a recruiter also allows him to add them to his business network, opening doors to further opportunities in the future.

“Then maybe, in two or three years when I’m again on the market (looking for roles), they won’t remember me as that person who never got back to them,” he says.

Gunnar Habitz has received multiple job offers on two separate occasions. Each time, he made sure he replied to each offer within 48 hours.

BROKEN RELATIONSHIPS

Talent SA managing director Anthony Whyte says ghosting by candidates is the worst it has ever been and represents a lack of “common courtesy”.

“Remember that recruiters deal with many people and one element that is highly valued is both open conversations and trust,” he says.

“Be open, be upfront and, should you take another job than the one I was offering, I will respect your decision.

“I’ll also be keeping you front-of-mind for anything else that pops up because I’ve had that great experience with you.

“Sadly though, if ghosted, that is pretty much the end of the relationship and it will hinder any future prospects for that recruiter to want to approach you again.”

With the employment market favouring jobseekers, Randstad NSW general manager Katherine Swan says candidates should be selective about the roles they apply for to prevent wasting their own time, as well as that of recruiters.

“A lot of time and attention goes into recruitment from all parties,” she says.

“For me, it comes back to treating people like you would like to be treated and it’s not good practice not to get back to someone.

Ignoring job offers and not responding could hurt your job prospects in the future.

WHAT GHOSTING SAYS ABOUT YOU

Employment strategist Sue Parker believes candidates who ghost a recruiter display the following characteristics:

● A lack of communication skills, particularly when it comes to handling difficult conversations;

● An adversity to conflict and a desire to avoid all uncomfortable situations as they fear repercussions;

● Laziness, or arrogance, with low emotional intelligence;

● Little or no empathy or care for others;

● A “get-out-of-jail” mentality, as they avoid immediate consequences;

● A guilty conscience, as they ghost someone in an attempt to avoid apologising or making amends.