Ghosting is a term often associated with dating, but it has become increasingly common in the recruitment world. Imagine going through six rounds of interviews for a coveted CEO role, investing hours in meetings and preparation, only to be met with complete silence from the executive search firm managing the process. It’s disappointing, frustrating, and can feel downright unprofessional. Unfortunately, this is not an isolated incident.

In a recent case, one of our senior executive clients experienced this firsthand. Despite putting in the effort, attending multiple interviews, and reaching the final stage, they received no feedback from the search firm. They were left wondering where they stood and why they were ghosted.

Let’s explore why this happens, whether you should try to find out why, and how to handle the situation with grace.

Why Do Candidates Get Ghosted?

1. The Role Was Put on Hold Sometimes, despite all the interviews and meetings, companies decide to freeze or put a role on hold due to internal restructuring, budget changes, or shifting priorities. In these cases, the executive search firm may avoid communicating to avoid disclosing sensitive information.
2. Internal Candidate Was Chosen It’s not uncommon for a company to opt for an internal candidate despite investing in an external search. When this happens, the search firm may be reluctant to provide this feedback, especially if it makes their own efforts seem unnecessary.
3. Decision-Making Bottlenecks Decision-making can stall due to internal politics, a key decision-maker being unavailable, or changes in strategic direction. Search firms might not have updates and prefer silence over communicating uncertainty.
4. Lack of Professionalism Unfortunately, not all recruitment firms maintain high standards of professionalism. Some may lack clear processes for candidate communication or simply fail to prioritise follow-up, particularly when the decision is unfavourable.
5. Client Dictates Silence In some instances, the corporation running the search may instruct the firm not to disclose anything until a formal announcement is made. The executive search firm’s hands are tied, leaving candidates in the dark.

Should You Try to Find Out Why?

Yes, but with a strategic approach. Follow up with the search firm once or twice politely, expressing appreciation for the opportunity and a willingness to receive feedback. However, avoid repeated attempts or aggressive communication, as it could reflect poorly on you. If they remain silent, accept it and focus on what’s next.

How to Handle Being Ghosted Like a Pro

1. Reach Out (Once) After the final interview, send a brief email thanking the recruiter for their time and expressing interest in receiving feedback. Let them know you’d appreciate any insights they could share. If you receive no response, it’s best to move on.
2. Keep Your Emotions in Check Feeling ghosted can evoke emotions of frustration, rejection, and even anger. Remember, it’s not a reflection of your capabilities or worth. Professionalism is key, even when others aren’t showing it.
3. Reflect and Refocus Reflect on the process and any lessons learned, but don’t dwell on the lack of closure. If there are gaps you can identify, work on addressing them. Then, refocus your energy on pursuing new opportunities.
4. Leverage Your Network Connect with others who might know the firm or have insights on the company’s recruitment processes. A gentle inquiry to a mutual connection could give you context and closure.
5. Work with Reputable Firms Unfortunately, not all executive search firms are created equal. Seek out firms with solid reputations and a track record of clear and respectful communication.
6. Know When to Let Go It’s not worth chasing firms that ghost you. Not getting feedback is unprofessional on their part, not a failure on yours. Stay positive and focus on more fruitful opportunities.

Moving Forward Without Feedback

If a recruitment firm ghosts you, it’s crucial to move on with a growth mindset. Treat every opportunity as a learning experience, and know that one silent outcome doesn’t define your journey. Keep your options open, stay connected, and focus on firms and recruiters who value open communication and transparency.