Ghosting in the hiring process is rarely intentional. It’s usually the byproduct of shifting priorities, packed calendars, internal delays, and unclear ownership over who communicates what decisions. And yet, from the candidate’s perspective, the experience of being ghosted still stings — especially when they’ve invested hours in preparing for interviews. What often goes unrecognized is that hiring-process ghosting doesn’t only affect candidate morale. Over time, it quietly impacts an employer’s reputation and the quality of hire. The good news? Improving this part of the candidate experience is easier than it may seem. And it doesn’t require adding more work or operational