As HR professionals, we’ve all heard it: “Why didn’t I get a response? Did I get ghosted?” And let’s face it—sometimes, it feels like we’re getting blamed for it. But here’s the thing, HR isn’t ghosting you on purpose. So, which manager blamed HR for ghosting candidates this morning? The truth is, it’s not always that simple.
While “ghosting” has become a familiar term in the dating world, it’s found its way into the hiring process as well. And although no one wants to be left in the dark after applying or interviewing for a job, sometimes it happens. But it’s not about you, the candidate—it’s about the process, and trust me, HR is often putting out fires 24/7.
Here’s why you might feel like you’ve been ghosted and why it’s not always HR’s fault:
1. Volume of Applicants
When a job posting goes live, applications come flooding in. And by flooding, I mean hundreds, sometimes thousands, of applicants for a single position. It’s overwhelming to say the least. As much as we’d love to give each candidate personalized feedback right away, it’s just not feasible. The team has to sift through all those resumes, cover letters, and application forms to find the perfect fit. It takes time—sometimes more time than you'd think.
2. Internal Delays
Here’s where things can get sticky: Hiring decisions don’t always happen on a dime. Between internal discussions, budget constraints, manager approvals, and other roadblocks, things can slow down. HR can only move so fast when other departments or executives need to make the final call. You might feel like you’ve been forgotten, but really, we’re just waiting on the green light from other decision-makers.
3. Unrealistic Expectations
Now, let's talk about those expectations. When you hear someone say, “We expect a 24-hour turnaround for feedback,” that sounds reasonable, right? Wrong. In reality, that’s asking for three 8-hour workdays of work in a single 24-hour period. Do any other departments in the office work on that kind of timeline for responses? Probably not. HR is typically juggling a multitude of tasks, from employee relations to compliance issues, and giving personalized feedback to every candidate can be a challenge when resources are limited. It’s frustrating for both sides, but it’s the reality of the job.
4. Keeping It Professional
Let’s get one thing straight: “Ghosting” is never our intention. We want to be transparent and responsive, but HR teams are often stretched thin. Between onboarding, compliance, and all the other duties on our plates, timely responses sometimes slip through the cracks. We know it’s disappointing to wait, but it’s not because we don’t care about your application. It’s simply because we’re trying to manage a very full plate, and sometimes, we miss a step. We’re working hard to improve, though, and doing everything we can to streamline our processes.
Solution: Automate and Set Expectations
If your team doesn’t already have an HRIS (Human Resources Information System) that sends automatic responses to applicants, it’s time to consider setting one up. Automatic responses are a game-changer, especially when it comes to acknowledging receipt of an application. It’s simple, efficient, and helps manage candidate expectations. If you don’t have that system in place, you can still set up automatic email templates that send instant replies to candidates once they apply.
In fact, I’ve attached a basic template you can use. Show it to the manager who might be trying to make HR look bad—it’s an easy solution that goes a long way in keeping things professional and respectful.
A Quick Reality Check
Now, let’s address a little issue. For those non-HR folks who think a “24-hour turnaround” is a reasonable expectation, let’s break it down: when you say “24-hour turnaround,” what you’re actually asking for is three full 8-hour workdays of responses within a single 24-hour period. Is there any other department in the office that operates with that kind of timeline? I’d love to hear about it if there is.
HR teams are doing the best they can, but sometimes it just isn’t realistic to expect that fast of a response when there are so many moving parts. Patience is key, and while it’s not always ideal, it’s part of the process.
Final Thoughts
So, if you’ve applied for a job and haven’t heard back yet, please don’t take it personally. HR isn’t ignoring you; we’re working on a thousand different things at once. We’re doing our best to move the process along efficiently, and we’re committed to providing a better experience for all candidates.
And hey, if you’re really desperate for an update—you can always call the CEO. Just look them up on LinkedIn, right? 😉
Happy Friday eve, everyone! Cheers to keeping the HR process moving—one step at a time.
Have you ever felt ghosted during the hiring process? Share your experiences in the comments below. We’d love to hear how we can improve!
Attached is a quickie template for you to help my fellow HR ghosts.
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