Post and Ghost: The Employer Brand Killer

If you’ve ever applied for a job, made it through a couple of interviews, and then… nothing—no response, no update, just radio silence—you’re not alone. Ghosting in hiring has become far too common, and here’s the thing: candidates aren’t staying quiet about it anymore. A few years ago, candidates might have just let it go and moved on. Now? They’re getting creative.

They leave Glassdoor reviews detailing their hiring experience.
They reach out to current employees to ask what their experience is like.
They slide into LinkedIn DMs (of people who were in the role previously) to get the real scoop before they accept an offer.

And I know this because it’s happening to me.

In the last few years, I’ve had multiple candidates reach out to me while they were in the process of interviewing for a job I had once held or knew someone who had the job. They wanted to know:

Was the interview process actually organized?
Did the role match what was promised?
Did they treat candidates (and employees) with respect?

Hiring managers, take note: Candidates are assessing you just as much as you’re assessing them.

When Employers Drop the Ball

A while back, I applied for a board position at a nonprofit—a volunteer role, meaning I was offering my time and expertise for free. They reached out, I had an initial call, and I was invited to the next stage. Things seemed to be progressing well… until they weren’t.

Weeks passed with no update. I followed up—nothing.

Then, four months later, I got a response:

"Apologies for the delay, we’re still very interested in moving forward."

At that point, I had already assumed the opportunity had passed and moved on. Because let’s be real: if a company can’t even follow up with a candidate during hiring, what does that say about how they operate?

This wasn’t even a paid role, and they couldn’t figure out how to manage the process. So imagine how frustrating this is for job seekers trying to secure full-time roles, negotiating salaries, and making life-changing career decisions.

Candidate Experience is Employer Branding

Companies love to talk about their “great culture,” but no amount of polished LinkedIn posts can undo a terrible hiring experience. Candidates talk. They share. They leave reviews. And they remember how they were treated.

A hiring process that drags on, lacks communication, or ends in ghosting? That’s a red flag.

📌 Who’s Owning the Hiring Process? If you’re posting a job—whether it’s for a full-time hire, a contract role, or even a volunteer position—someone needs to own the process from start to finish.

This means:

✔ Ensuring the role is actually needed and budgeted before posting.

✔ Providing timely updates to applicants, even if the news isn’t what they hoped for.

✔ Closing the loop with candidates instead of leaving them in limbo.

Hiring isn’t just about filling a role—it’s about managing people’s experience with your company. And right now? Candidates are paying attention to how you handle it.

Final Thoughts: You're Being Evaluated Too

Employers love to act like they hold all the power in hiring, but let’s be clear: candidates are evaluating you just as much as you’re evaluating them.

If your hiring process is disorganized, slow, or full of ghosting, don’t be surprised when:

❌ Your Glassdoor reviews start reflecting that.

❌ Top talent walks away before signing the offer.

❌ Candidates start warning others before they even apply.

At the end of the day, how a company handles its hiring process is a direct reflection of its values—because if communication, respect, and accountability aren’t priorities during hiring, they probably won’t be once you’re on the team either.

Ontario Employers, Take Note 👇

Starting January 1, 2026, Ontario is implementing new job posting regulations to make the hiring process more transparent and fair. Here’s what’s coming:

Compensation Disclosure: Employers will be required to include expected compensation or a salary range (within $50K) on public job postings.
AI Transparency: If artificial intelligence is used to screen or assess applicants, that must be clearly disclosed in the job ad.
Existing Vacancy Confirmation: Job postings must indicate whether the position is for an existing opening.
Candidate Follow-Up: Employers will be obligated to inform interviewed candidates of the hiring decision within 45 days.

These changes are designed to reduce misleading job ads and ghosting — and they reflect exactly what candidates have been asking for: honesty, clarity, and follow-through.

📚 Read more about the legislation here

📩 Stick around, hang out, and let’s make work suck less.