Why Do Companies Ghost You After an Interview? Unveiling the Truth Behind the Mystery

As a seasoned professional and job seeker, I've recently faced the frustrating scenario where a large company ignored my follow-up emails after interviews for two different positions. This experience has not only underscored the growing trend of company ghosting but also the insensitivity often exhibited by organizations.

My Personal Experience: First Ghosting Victim?

Having applied for two jobs with the same company, a situation unprecedented in my career, I encountered a baffling lack of communication. For the first application, despite being invited for an interview and verbally assured that unsuccessful candidates would receive feedback, I received no response for an entire eight weeks. I had every right to interpret this as a no, but dismissed it as a form of self-doubt.

The second application, while currently at the eleventh day mark, has garnered no response despite my efforts to inquire about the decision-making timeline. This behavior is a clear manifestation of poor post-interview communication, leaving many job seekers unsure and frustrated.

The Broader Implications

While my primary concern lies in the lack of respect shown to candidates who have invested time and effort, the broader implications of such behavior are significant. Unprofessionalism in post-interview follow-up can harm a company's reputation and deter potential talent. Over time, candidates will remember these experiences and may discourage themselves from applying for future opportunities.

Why Companies Ghost

Many companies avoid providing clear feedback to avoid potential legal issues or conflicts. Letting candidates know that they have not been selected can be the end of the conversation, leaving them with no further action to take. This practice aligns with the idea of avoiding confrontation, making the decision process smoother for both parties.

Case Study: A Standard Rejection Letter

Despite the importance of providing clear and consistent communication, many companies resort to generic rejection letters that are designed to evade legal scrutiny. For instance:

Dear Sir/Madam,
Thank you for attending the recent interview on 15 Jan 2022. We were very impressed by your experience and qualifications and thought you were well presented. However, there were other candidates whose backgrounds more closely fitted our criteria, so on this occasion, you were not successful. However, we will keep you on file just in case any other suitable positions become available. We wish you every success in the future.
Yours,
Uknot E Nuff Ltd

While these letters may be well-intentioned, they can come across as vague and impersonal, further undermining the candidate's confidence in the selection process.

Why It Matters

The standard required for many semidecent positions these days can be extreme, leading candidates to feel discouraged. The reality is, 3-5 years of experience is often not sufficient for most roles, and the criteria for selection are often arbitrary and unrealistic. This can create an environment of cynicism and fear among job seekers.

Concluding Thoughts

While it is understandable that companies need to be meticulous in their hiring process to avoid errors and costly mistakes, the communication aspect should not be overlooked. Providing clear and timely feedback shows respect and professionalism, and can go a long way in building trust between a company and its applicants.

As I reflect on my recent experiences, I've come to realize the value of the personal connections I have with my daughter. A self-absorbed organization can stumble and fall, but the resilience and strength found in our personal lives can carry us through the challenges of job seeking.

Dear readers, if this experience resonates with you, share your stories below or reach out to me for support. We can all work together to advocate for better treatment of job seekers.