Why do candidates drop out of recruitment processes without explanation? Examining ghosting and candidate experience[Pourquoi disparaître d’un processus de recrutement sans explication ? Le ghosting et l’expérience candidat en question]

Although candidate ghosting during recruitment processes has been identified in the popular press for several years, it remains largely underexplored in management research, particularly from a qualitative perspective. Yet this behavior warrants investigation: In the context of recruitment, what leads candidates to sever their relationship with a prospective employer by engaging in ghosting? This article seeks to address this gap by offering an initial qualitative exploration of the drivers underlying this specific form of ghosting. Drawing on data collected through a methodology tailored to the sensitive nature of the topic, our findings indicate that candidate ghosting frequently stems from negative candidate experiences and perceived breaches of the psychological contract. Our contributions are therefore threefold. First, we extend the broader literature on ghosting by refining its definition to incorporate its emotional dimension. Second, we demonstrate that candidate ghosting in recruitment contexts is often situational and conceptually closer to ostracism than to mere avoidance. Finally, we highlight the long-term consequences of adverse candidate experiences. Taken together, our findings suggest that recruitment processes should be more carefully designed and managed to mitigate these behaviors, which are detrimental to both organizations and individuals.