The volatile job market is plagued by a new ‘ghost story.’ Youngsters clearing job interviews, accepting offer letters and then ghost-ing the employers on Day-1. No courtesy call. No email or SMS saying: “Dear Sir/ Ma’am, I’ve changed my mind.” Just complete silence! Welcome to today’s young job market of ‘career catfishing’.
A 2025 Resume.org survey of 1,115 hiring managers found that 54% of Gen Z job applicants ghosted them after accepting the job offer. While 26% candidates completed paperwork but failed to show up on day one. Making one thing clear: ghosting isn’t always a one-way street.
Ghosting Numbers
While some say Gen-Z’s ghosting habit has moved from dating to the workplace, others think it is a complex issue. “When the HR teams treat candidates as mere requisitions to fill rather than people with hopes and career stakes, candidates can mirror the same detachment by walking away silently,” says Elaine Dias, an author and Expressive Arts Facilitator (CID–UNESCO), with prior experience in HR and recruitment.
This sentiment strikes a chord with many people. A recent post by @SumitM_X, recounts how a Gen Z candidate, Mohan, reportedly walked away after waiting for a CEO, who was scheduled to interview him at 2 pm but arrived at 3:10 pm. Mohan’s response was blunt: “I reject You and Your Company,” signing off as an “Ex-Interview Candidate.”
Young Voices
The line between professional approach and unprofessionalism is thin. If a candidate accepts an offer and later changes the decision, they should at least have the decency to communicate it to the company. At the end of the day, it is time, money and effort that goes wasted. Suvetha SenthilKumar, a Gen Z and Senior business development executive says, “But labelling Gen Z as the ‘ghosting generation’ is an unfair generalisation.”
Young candidates may stop responding for several reasons – a better job opportunity, salary hike, lengthy hiring process, poor communication from recruiters etc. Suvetha says, “If a company takes forever to respond or changes the terms of an offer, candidates will naturally look for other opportunities and ghost previous ones.”
Aariana Francisca Pinto, a Gen Z and Advertising Professional says, “I think the label is a little unfair. People have always avoided uncomfortable conversations. We just have more vocabulary now to identify it.”
Ghosting stems from the fear of being judged or burning a professional bridge. When candidates are juggling multiple opportunities, they may simply choose the one that feels right at that moment. Aariana opines that not every instance of ghosting should be viewed as ‘sense of entitlement’ or ‘lack of interest’. She adds, “I think sometimes people feel it’s easy to ignore a recruiter you’ve only spoken to over mail.” She further points out, sometimes young candidates feel awkward about sending even a simple email stating: “I am not joining.” Silence is the easier way out.
Culture of Silence
Ritesh Malik, a Young Global Leader at World Economic Forum, & Founder Innov8 Coworking (YCombinator’ 16) says that Gen Z didn’t invent workplace ghosting. “They have just learned this behaviour from the market,” he says.
Employers have long normalised silence, from applications disappearing into portals and interviews ending without a response to offers being delayed or withdrawn at the last minute. When hiring becomes transactional on one side, candidates eventually respond in kind.
He adds that India’s 60-to-90-day notice periods can make matters worse, giving candidates time to explore other offers and consider counteroffers. In such a market, he says, an accepted offer can start looking less like a commitment and more like an option.
Hiring Flaws
“Companies bear substantial responsibility for normalised ghosting and must actively acknowledge their role in creating it.” says Dias.
She points to lengthy interview processes, delayed approvals, silence between rounds and abruptly rescinded offers as factors that erode trust even before a candidate joins. If employers make candidates feel like a backup option, she says, candidates may respond with conditional commitment, accepting an offer as a safety net, while continuing to explore companies that are prompt and respectful. Elaine quips, “Candidates actively seek security, respect and clear expectations.”
Candidates naturally gravitate towards companies that demonstrate trust, empathy and healthy communication, sometimes even over the pull of brand prestige.
Trust Works Both Ways
“Every candidate is fishing for better options,” says Anmol Garg, a Standup Come-dian (aka Cor-porate Babaji). Job-jumping for better salary and position is common. Anmol says the dynamics of hiring have changed. “There are so many job portals but companies still struggle to find the right talent.” Many millennials largely look at two things before joining – salary and the company’s brand name. “Gen-Z wants much more. They want a work culture that is healthy and good enough. They have zero tolerance toward toxicity. They value flexibility and want something that complements their lifestyle,” says Anmol.
There have been instances of startups and MNCs revoking campus offers or ghosting candidates in the past. Anmol says, “Employers are equally responsible for the ghosting they face today.”
Perhaps the real issue is not Gen-Zers ghosting jobs, but a hiring culture where trust works both ways. When communication becomes transactional, silence becomes the new workplace language!
Men At Wreck
• 1,100 hiring managers claim 54% of Gen-Z job applicants ghosted them after the job offer (2025 Survey by Resume.org)
• 27% Gen-Z candidates accepted the job offer but did not complete paperwork
• 26% youngsters did not show up on their first day of work
• 29% worked for few days and left their jobs without notice
When HR teams treat candidates as mere requisitions to fill rather than people with hopes and career stakes, candidates can mirror that same detachment by walking away silently.”
— Elaine Dias, Author and Expressive Arts Facilitator (CID–UNESCO)
I think the label is a little unfair because ghosting isn’t a Gen Z invention. People have always avoided uncomfortable conversations.”
— Aariana Francisca Pinto, Gen Z & Advertising Professional
If a company takes forever to respond or changes the terms of an offer, candidates naturally start looking for other opportunities and ghost previous ones.”
— Suvetha SenthilKumar, Sr. Business Development Exec.
Disclaimer : This story is auto aggregated by a computer programme and has not been created or edited by DOWNTHENEWS. Publisher: deccanchronicle.com
