Reverse ghosting: When tech talent disappears from our hiring processes

In tech talent recruitment, we are used to talking about ghosting as a situation in which a company stops responding to a candidate, closes a hiring process without following up, or simply fails to acknowledge their participation.

In fact, it is one of the most common concerns we hear within our recruitment and selection team at INSPYR Global Solutions (IGS).

But there is another side to this phenomenon that deserves increasing attention: reverse ghosting.

This happens when a candidate stops responding, withdraws from a hiring process, or disappears before reaching the end.

What reasons may influence a candidate’s decision to withdraw from a hiring process?

A process that takes too long, multiple interviews without a clear purpose, days without receiving an update, or expectations that are not aligned from the beginning can lead to frustration and disengagement.

And this is not simply a perception from the recruitment side. According to data cited by SHRM from the 2024 Monster Work Watch Report, 47% of candidates who dropped out of a hiring process cited poor communication as one of the reasons, while 36% said the process involved too many steps or too much effort.

And this is where we believe an important conversation begins.

Not every case of reverse ghosting is the company’s responsibility. But there are cases where we can ask ourselves what we could have done better.

Because while we are evaluating whether a person is the right fit for a position, that person is also evaluating whether our company is a place where they want to work.

The candidate experience also reflects who we are

For many people, the hiring process is their first real interaction with a company. They may not know our culture from the inside yet, but they are already forming an impression of it.

The way we respond, how clearly we present a position, how long we take to move the process forward, and the way we communicate at each stage also say something about who we are.

That is why, at IGS, we understand that candidate experience is not an additional element of the hiring process: it is part of our employer brand.

It is also an opportunity to put our culture into practice from the very first interaction. The same values we want people to experience as part of our teams—clear communication, respect, trust, and a people-centered approach—should also be reflected in the way we engage with candidates.

What are we doing at IGS to reduce reverse ghosting?

We cannot control every decision a candidate makes, nor should we try to. A person has every right to decide that an opportunity is not the right fit for them.

What we can control is the experience we create throughout the process.

1. Be clear from the very first interaction

Clearly explaining responsibilities, expectations, position details, and the stages of the hiring process allows both sides to make informed decisions from the start.

2. Respect candidates’ time

Every interview, assessment, or stage of the process should have a purpose. Optimizing our processes also means asking ourselves what we can simplify without compromising quality.

3. Communicate, even when there are no updates

Sometimes we may not have an answer yet. But communicating that shows candidates that we are still engaged. Communication should not only happen when we have a final decision.

4. Align expectations

For tech positions, aspects such as the technology stack, English proficiency, work arrangement, schedule, and responsibilities can be decisive. Being transparent from the beginning helps prevent surprises later on.

5. Remember that there is a person behind every CV

Technology can help us make our processes more efficient, but it should not make them more impersonal.

At IGS, we believe that efficiency and humanity can—and should—coexist.

Every hiring process is a two-way conversation. We are looking for professionals who can contribute their talent and experience to our teams, but candidates are also looking for organizations where they can grow, feel valued, and build the next stage of their careers.

At IGS, we believe that a great hiring process does not begin when we find the right candidate. It begins with the first interaction and is built through every interaction that follows.

And when that experience reflects who we truly are, recruiting becomes more than filling a position—it becomes the beginning of a relationship.

Interested in discovering what your next career opportunity could look like? Explore our open positions at IGS and find a role where your talent can continue to grow.