6 hours ago
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In a job market already shaped by high turnover and shifting expectations, a new challenge is making recruitment even more unpredictable: ghosting by Gen Z candidates. Once a rare frustration, this practice—where applicants abruptly cut off all communication with employers, often without explanation—has become alarmingly common.The impact is no longer anecdotal. According to a June 2025 survey by Resume.org, which polled 1,115 US hiring managers, a majority say they’ve experienced ghosting from Gen Z applicants. Even more striking, 1 in 10 hiring managers now say they actively avoid hiring Gen Z candidates altogether. With more than half reporting they’ve been ghosted after extending a job offer, employers are not just frustrated—they’re losing trust in an entire generation entering the workforce.This isn’t just about missed emails or indecision. The ghosting occurs at critical junctures. Some candidates are accepting job offers and then disappearing without completing onboarding paperwork. Others go as far as submitting all documents, only to never show up on their first day. Even more baffling are the cases where young employees show up for a few days, settle in—and then vanish without notice, explanation, or further contact.
Silence across the hiring timeline
The phenomenon isn’t confined to the final stages of hiring. According to the Resume.org survey, the “silent treatment” begins much earlier for many hiring teams. Nearly one in four hiring managers say they’ve had Gen Z candidates vanish before they could even establish initial contact. Another 41% report that applicants stopped responding after the first outreach message, while 38% noted that communication dropped off after the interview stage.
For some, the final insult comes when the offer letter is sent, and the candidate simply never replies.This growing trend of disengagement is forcing companies to confront a hiring environment where even seemingly enthusiastic candidates can disappear without warning.
A trust crisis taking shape
As ghosting becomes more common, it’s reshaping how employers approach hiring, and not in positive ways. The Resume.org report finds that 66% of hiring managers believe Gen Z ghosting has made the overall recruitment process more difficult.
As a result, the time it takes to fill roles is unnecessarily extended, wasting resources and delaying project timelines.More than half of the managers surveyed—54%—say they are now more cautious when extending job offers, often second-guessing the enthusiasm or commitment level of younger applicants. The emotional toll is just as significant as the logistical one. Almost half (47%) admit that frequent ghosting incidents have eroded their trust in Gen Z candidates.
In response, 34% of managers say they are beginning to favor older applicants, while 7% say they’ve stopped considering Gen Z candidates altogether.Team planning and workflow scheduling are also being affected. Around 35% of managers report disruptions to team coordination due to last-minute dropouts. In workplaces built on collaboration and tight timelines, even a single unexpected absence can throw an entire department off balance.
Setting expectations early
According to the survey, 52% of hiring managers now emphasize commitment expectations early in the recruitment process in an effort to weed out potential no-shows. Others are experimenting with new engagement tactics. Nearly 43% of managers say they check in regularly with candidates between the offer and start date to maintain contact and build rapport. Some are shifting to more relaxed, conversational interviews—37% believe this encourages trust and transparency.
A growing number of employers, around 34%, are even delaying formal offers until later in the process, hoping to reduce the risk of early dropouts.Onboarding strategies are changing too. Hiring managers have begun incorporating social or team-based welcome activities to foster early engagement, increase a sense of belonging, and reduce the chances of new hires disappearing before their first week is over.While the report doesn’t delve into Gen Z’s motivations, the behavior aligns with broader generational patterns.
Raised in a hyper-digital world of instant messaging and non-committal connections, many Gen Zers may view the hiring process as transactional rather than relational. For them, walking away from a job offer—especially if something better comes along—may not seem as drastic as it does to older generations.
What recruiters want now
As hiring managers adapt to this unpredictable new normal, they are also refining how they identify dependable candidates.
According to the Resume.org report, recruiters now pay closer attention to signs of follow-through and professional etiquette. Punctuality for interviews is a top indicator of seriousness, noted by 68% of respondents. Consistent communication, highlighted by 65%, is also viewed as critical.
Managers are increasingly encouraged when candidates demonstrate interest by asking thoughtful questions or replying promptly to emails and scheduling requests.
Even small gestures, like a post-interview thank-you note, are gaining new weight—36% of hiring managers say they now consider such notes a marker of professionalism and dependability.Perhaps most telling is the perception gap between generations. The survey shows that 9 in 10 hiring managers believe Gen Z is more likely to ghost than any other age group. Of these, more than half say Gen Z is somewhat more likely to ghost, while 33% say the younger generation is much more likely to do so compared to Millennials, Gen X, or Baby Boomers.
A two-way street
While the numbers raise concern, the issue of ghosting may also reflect a deeper disconnect between employers and young workers. The solution likely won’t come from stricter policies alone. Experts suggest that organizations need to think beyond resumes and reference checks—they must reimagine how to build trust with a generation that values flexibility, purpose, and personal connection more than ever before.Ghosting, after all, doesn’t just disrupt hiring timelines. It sends a loud message about how candidates view their potential employers—and whether they feel seen, heard, or valued in return.
For now, the message from hiring managers is clear: communication, commitment, and mutual respect are no longer optional. They’re the foundation of every successful hire—and in today’s volatile job market, they may be the only thing stopping your next great candidate from disappearing into thin air.
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