Why Good Candidates Ghost and How to Keep Them

You’ve shortlisted great talent, scheduled final interviews and feel confident. Then suddenly… silence. The candidate stops replying, cancels interviews, or declines your offer at the last minute.

Sound familiar? You’re not alone.

In Malaysia and Singapore, where top candidates often have two or three offers at once, “ghosting” has become common. But it’s rarely random.

Let’s look at why it happens, what it really costs, and what HR teams and business owners can do to keep candidates engaged and excited to say yes.

Candidates ghost when something in the hiring process doesn’t meet their expectations.

Common reasons include: 

• Slow process: Another employer moves faster, making them feel more wanted. 

• Unclear scope: Interviews reveal surprises about the role. 

• Poor communication: Delayed replies or silence from HR make them feel forgotten. 

• Multiple offers: In competitive markets, top talent often juggles choices and picks the company that feels decisive and human. 

• Mismatch of values or culture: Candidates sense they won’t belong. 

In short, ghosting isn’t just bad manners. It’s often silent feedback about your process. 

Ghosting affects more than just one role: 

• Lost time from sourcing and interviews 

• Project delays or missed business targets 

• Increased workload for teams covering the vacancy 

• Damaged employer reputation if word spreads in talent circles 

And every restart costs more, in ads, recruiter fees, and manager time.

Local markets are candidate-short, especially in specialized fields like digital, tech and bilingual roles. 

• Short notice periods mean candidates can move quickly. 

• Competitive offers: Salary gaps are small, so candidates choose based on speed and experience. 

• Cultural expectations: Respectful, timely communication matters even more in Asia, where “face” and relationship play big roles.

Here’s what we see work consistently:

1. Set clear timelines up front 
Tell candidates: “You’ll have two interview rounds, and we’ll update you within five days.” Uncertainty is often worse than rejection.

2. Communicate often, even when nothing changes 
A quick check-in email like, “We’re still aligning internally. Thanks for your patience” keeps candidates engaged.

3. Speed matters 
Every day you wait is a day candidates talk to other companies. Shortlist early, avoid adding extra rounds unless essential.

4. Share real insights 
Explain why the role exists, team culture, and how success will be measured. Candidates are more patient when they feel respected and valued.

5. Keep offers simple and fair 
Clear, complete offers (with benefits, growth path and reporting lines) build trust. 

When a candidate disappears, don’t just blame them.

Ask: “Where did our process slow down? What could we do next time?”

Tracking drop-off points helps refine your approach and keeps your brand stronger.

Ghosting won’t disappear completely. But good communication, clarity and speed can keep more candidates engaged until offer day.

At FIND, we see candidate silence as feedback, not failure. Every “no” is a clue to help improve your process next time.

Want to map and fix your hiring process? 📩 Let’s talk.