Being "Ghosted" After Job Applications? What’s Really Happening - and What You Can Do?👻

Being Ghosted After Job Applications? What’s Really Happening - and What You Can Do?

“Ghosting” by recruiters and companies is so common these days.

Why is this happening? What is going on with Talent Acquisition (TA)/Recruiting teams? 🤔

If you’ve applied to dozens of roles and heard nothing, this blog article is for you.

Recently, I’ve noticed that it is becoming increasingly common for candidates not to hear back from the companies to which they have applied. One of my coachees tracked his applications and found that only 25% of the roles he applied for updated him on the status. The average time to get a reply was 30 days—and some companies took more than 3 months, with still no response.

Being ghosted can feel disrespectful, confusing, and deeply demoralizing. It’s hard not to think something is wrong, but there is something systemic at play—it’s not only because of you.

Based on my experience, conversations with a few recruiter friends in my network, and some research, here are the key reasons I’d like to share with you.

Demand > supply📈

LinkedIn data shows that U.S. applicants per open role have doubled since spring 2022. The same sentiment is felt here in Singapore. Each role is now far more competitive than before. At the same time, there are relatively fewer jobs available, as companies are trying to save costs and increasingly tap into AI to improve productivity 🤖.

Previously, if you were an 80% fit for a job, you were likely to get considered. But now, with more candidates to choose from, companies are often looking for a 100% fit—and they usually can find one.

Supply and demand for specific skill sets also determine how fast the hiring process moves. For roles where talent is scarce, hiring tends to move much faster in general.

Building pipeline / “ghost jobs” 👀

Recruiters—especially less experienced ones—don’t want to risk missing out on potential candidates if top choices fall through or things change along the way. In many cases, recruiters are driven by #FOMO - “what if I missed out on a potential candidate?” and aim to keep building a talent pipeline.

In a way, “no news is good news.” But realistically, if you don’t hear back from a company within 1 month, you are likely not on the top list of candidates.

Sometimes, there are actually no real jobs behind the posting. The company may simply be posting roles to build a pipeline for the future.

Uncertainty around role, budget, or talent market 🔄

There are different scenarios here. The role might not be 100% confirmed yet. The team could still be figuring out scope, headcount, workload, or budget.

Varied company processes 🏢⚡

Based on my experience, startups and tech companies usually move faster in their hiring processes 🚀. One startup I worked for had a standard practice of getting back to candidates within three days.

In contrast, when I was hiring at McKinsey, we batched candidate screening and only reviewed applications after the deadline had passed. Startups tend to prioritize speed, while MNCs prioritize process and structure.

So what can you do—besides waiting and keeping on applying? ⏳

If you haven’t heard back from any companies you applied to for more than 2 months, I suggest doing the following. Hope they can give you some ideas to overcome this stressful situation. 

Review your application strategy and your “wins” 🔍

This is a good time to pause and do an audit.

• Are you targeting the right roles?

• Are your skills and experience aligned with what companies are actually hiring for?

If you have less than 5 years of working experience and applied for a role that requires 10 years of experience, it is unlikely you will get a call. In the current climate, applying for a role where you only meet 80% of the requirements is unlikely to get you selected.

How to assess this:

• Ask AI tools like ChatGPT for a quick comparison and critique of your profile versus the job description 💡.

• Look up incumbents or peers in similar roles on LinkedIn to understand the types of profiles companies are hiring for. Do they have similar backgrounds and experience to yours? This gives you a concrete benchmark to work from.

• Get advice from people in the industry who are in the same function and more senior than the role you’re targeting. They can often provide practical tips and a reality check, as they tend to think like hiring managers.

  
  

Analyze your data—including the silent ones:

• Track all applications and identify trends in companies that never responded.

• Track responses by role type, company size, industry, and location. Look for patterns, not outcomes.

  
  

At the same time, revisit your “wins.” Which companies did respond to you? Why were they interested in your profile? What worked well? Look at roles, titles, and seniority levels to identify patterns and put more efforts on those roles. 

Try something different and experiment 🧪

Based on your diagnosis, you could try a new direction or something different. For example:

• Apply for roles with slightly different titles but still requiring your core skill sets.

• Experiment with different seniority levels. A Senior Manager in one company may be equivalent in pay or scope to a Director in another. You could check the years of experience listed in the job description and compare them with incumbent profiles. This helps you understand how the market is reacting to your experience and skills.

  
  

Keep networking (smartly 🙂) 🤝

People are generally less open to networking chats these days, especially “cold” outreach (sadly). When I worked at McKinsey, consultants were much more open to connecting and sharing.

What works better: warm connections—people who already know you, or those share backgrounds, experiences, or mutual connections. These people are more likely to help and provide insights.

If they work in the companies you applied to, they might be able to nudge recruiters or provide additional context about the role.

Pick up new experiences, skills, and knowledge 📚

What new experiences, skills, or knowledge can you gain during this time? Job hunting without a job can be a perfect opportunity to take a course or learn something new—especially if you are applying for roles with a new angle or focus.

Consider consulting or freelance projects; these can add valuable experience for your next role.

This is the time to close gaps between where you are now and your dream role.

Lastly, take care of yourself and your mental space 🌱

This is an in-between time, especially if you are not currently working. It is a “neutral zone” during change (you can read more in my article “How to Navigate Transitions Between Jobs”). While uncomfortable, it can also be a fertile time for reflection, creativity, and growth.

“Ghosting” might affect your identity and confidence, but it’s also an opportunity to test your resilience. But when you feel it is not serving you anymore to hold on to it, you should consciously let go and move on.

Take care of yourself—exercise, meditate, or do anything that helps balance your emotions and mood.

Final thoughts: treat silence as information—not judgment. Don’t lose hope, and reach out for support when you need it. You don’t have to navigate this journey alone 🤍.

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👋 Let’s Connect. If you’re navigating a career transition and want tailored support, I’d love to help. Together, we can explore your options, build your confidence, and make sure you show up with purpose in your next chapter. 

📩 Message me on LinkedIn or email me at melody@poppartners.org