“Congratulations, you’re hired! See you on Monday at 9 a.m.” Monday comes, but the new hire doesn’t. You call – no answer. You send an email – no reply. Unfortunately, candidate ghosting after accepting a job offer is a daily reality for many companies. The Olinio recruiting specialists know this is a growing trend, especially among Gen Z employees, called career catfishing.
They go through the hoops of the recruitment process, accept the job, but do not show up on the first day. No explanation. Radio silence. This is just another hurdle adding to the talent acquisition challenges companies are facing.
But why is it happening? Let’s examine this concerning trend closely.
The Rise of Career Catfishing: A New Normal in Recruitment
First, let’s share some statistical data about this phenomenon. Around 33% of Gen Z will accept a job offer and be a no-show on the first day. Other age groups are not less inclined to act in this way:
- 24% of Millennials
- 11% of Gen X
- 7% of Boomers.
Looking at the numbers, it is clear that the new hire no show trend isn’t just a minor inconvenience. What was once considered an isolated, unprofessional behaviour has transformed into a mainstream—if frustrating—reality of modern recruitment.
Understanding the Motivations Behind Candidate Ghosting
The big question is: why would candidates do this instead of simply rejecting the job offer? This behaviour is more nuanced than it first appears. And understanding the motivations is crucial for addressing the talent acquisition challenges it creates.
The Revenge Factor
For many young workers, career catfishing is simply payback for years of experiencing ghosting from employers. They waited through radio silence after interviews. Their applications didn’t even get a Thank You reply. Or they were left hanging in the middle of the application process with no explanation.
Now, they’re giving employers a taste of their own medicine. Some are even more brazen: 21% of Gen Z and young Millennials who career catfished recently admitted they did it on a dare, while others simply stated they “just weren’t feeling it.”
Multiple Offers and Hedging Bets
The Olinio recruitment specialists know that candidates usually apply to a dozen positions daily. They may accept your offer while waiting to hear from their preferred choice.
When that better opportunity comes through, they simply drop off your radar without explanation. This approach treats job offers as disposable options rather than professional commitments.
Anxiety and Conflict Avoidance
Some candidates ghost because they lack the confidence or communication skills to give bad news. Rather than face an awkward conversation about declining an offer they’ve already accepted, they choose the path of least resistance: silence.
It is ironic, indeed – the more channels of communication we have, the less skilled we are at communicating on difficult topics.
Combating Candidate Ghosting: Strategies That Work
While it’s impossible to completely avoid career catfishing, there are strategies you can apply to minimise its impact:
Strengthen Your Candidate Engagement
Maintain consistent, meaningful communication throughout the recruitment process. Candidates who feel genuinely connected to your company and understand your values are less likely to ghost. Even if they decide to accept another offer, they will return your courtesy and let you know.
Speed Up Your Hiring Timeline
Months-long recruitment processes? It means more time for candidates to keep applying and get good offers from other companies.
Streamline your decision-making and move qualified candidates through your pipeline faster. This shows respect for their time and a genuine interest in building a long-term collaboration with them.
Request Confirmation and Stay Connected
After a candidate accepts your offer, don’t go silent until their start date. Give them onboarding information and share details about the people they will work with. These interactions reinforce their commitment and offer them opportunities to share any lingering concerns.
Have Backup Plans
While not ideal, maintain relationships with your second and third-choice candidates until your new hire actually shows up. A simple message keeping them warm—”We’re moving forward with another candidate, but we were impressed by you and hope to stay connected”—keeps doors open without making promises.
Let Olinio Help You Overcome Modern Talent Acquisition Challenges!
At Olinio, we don’t just fill positions—we build relationships. We understand jobseekers’ mindset, and we’ve developed proven strategies to minimise candidate ghosting while connecting you with committed, high-quality talent.
Ready to overcome your recruitment challenges and build a more reliable hiring process? Contact Olinio today and let us manage your talent acquisition strategy!