Ghosting Goes Both Ways: How to Keep Candidates Engaged

In recent years, hiring managers have increasingly voiced frustration over candidates “ghosting”: dropping out of the process, disappearing after interviews, or not showing up for their first day.

But here is the reality many employers do not like to admit; ghosting goes both ways.

In healthcare recruitment, where the competition for talent is fierce and candidates often have multiple offers on the table, a poor experience at any stage of the process can lead to disengagement or complete silence.

If your top candidate stops replying, misses their onboarding date, or suddenly declines your offer, the first question to ask is not “What’s wrong with them?”

It’s: “What did we miss in our process?”

 

Why Candidates Ghost Employers

Before we can fix it, we need to understand it. Candidates typically ghost for one of the following reasons:

• The process takes too long and they accept another offer
• They feel uncertain about the role or team culture
• They have not heard anything and assume they are not progressing
• They do not feel valued or acknowledged
• The experience felt transactional rather than human

In a sector built on trust, compassion and communication, the hiring process should reflect those same values.

 

How to Keep Candidates Engaged Throughout the Hiring Process

1. Communicate Clearly and Often

Silence breeds doubt. If a candidate has taken time to apply or attend an interview, they deserve timely updates even if there is no news yet.

What to do:

• Set clear expectations on timelines
• Follow up within 24–48 hours after each stage
• Do not let candidates chase you, get ahead of the silence

Pro tip: Even a short message like “We’re still in process and you’re very much under consideration” can make a big difference.

 

2. Make It Personal

Candidates want to feel like more than a CV or staffing solution. A small effort to connect personally can make your opportunity stand out.

What to do:

• Reference something from their interview in your follow-up
• Acknowledge their values or long-term goals
• Introduce them to someone from the team before they start

Personal connection builds commitment, especially in the later stages.

 

3. Streamline Your Process

Excessive delays or too many interview stages create friction. Candidates often withdraw not because they are disinterested, but because someone else moved faster.

What to do:

• Review your recruitment process: Are all steps essential?
• Use video calls or combine interviews where possible
• Ensure decision-makers are available to act quickly

In healthcare, speed does not mean sacrificing quality. It means respecting the candidate’s time and momentum.

 

4. Be Honest Even When It’s Uncomfortable

If there are delays, internal approvals or uncertainties, do not go quiet. Being transparent about what is happening builds trust and reduces the risk of candidates walking away.

Try saying something like:
“We’re very interested in moving forward, but there’s a slight delay due to X. I want to be transparent so you’re not left waiting without context.”

Honesty is a far better candidate experience than silence  even when the update is not ideal.

 

5. Think Beyond the Offer

Candidate engagement does not stop when the contract is signed. Many ghosting incidents happen after the offer, especially if onboarding is delayed or unclear.

What to do:

• Send a welcome message from the hiring manager
• Invite them to a team lunch or induction session before day one
• Provide onboarding documents and timelines early

Post-offer communication is one of the best predictors of day-one success.

 

Final Thought

Healthcare professionals are in high demand and they know it. If your recruitment process is slow, silent or impersonal, you risk losing great candidates. Not to job boards, but to organisations that made them feel seen, respected and valued.

Remember: the hiring experience is part of your employer brand.
If you want loyalty and professionalism from candidates, model it from the very first interaction.

If you’re hiring and struggle with candidate engagement, we can help. At Stroud Resourcing, we deliver a candidate experience that attracts, engages and retains top talent.  Contact us on LinkedIn or simply call us on 01904 239910.

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