Anecdotal, I know, but I was ghosted by Google back in 2004-2005 or thereabouts. Back and forth with a recruiter, who promised me that she would book phone screens. Then heard nothing. Pinged her repeatedly. Nothing.
A few years later got another Google recruiter after me. Ended up getting hired in 2008.
Looked up the previous recruiter. Her last day at the company was the day she promised she would book phone screens, or the day after (can't remember exactly, this is quite a few years ago). I can only assume she was suddenly let go.
Ever since, I keep wondering how many ghostings happen because the person holding the strings disappears for some reason, and there's a lack of system to follow up on that.
My anegdotal experience in EU is that ghosting AFTER the company responds to your application is very, very rare.
I would always get the usual "Unfortunately, we have decided..." charades. At least no ghosting.
I can think of only one situation, and it was kinda peculiar in its own right (they called me 8 months after my application because they were in a jam and I said I won't be able to start in such a short notice they wanted, and they warned me in advance they would ghost me because the HR was I presume in a crunch).
As for the ghostings BEFORE they even respond to the job application, I'd say that it is around 40% of job applications that I never get a response after "We have received your job application yada yada yada".
Again, this is just my anegdotal experience. Maybe my experience in EU job market is a rarity.
Based on the strange emoji use in place of some buttons, I'm guessing this is vibe coded- and a lot of this is really nice looking front end - great color, topography, border styles... Would be interested to know how much intervention there was or if this is where we are
The real answer is that many jobbads are fraudulent.
And fraudulent job ads should be handled the same way a fraudulent advertisement for a good is handled: you either make good and prove hiring, or you're tried for felony fraud.
What is your proposed time limit (when someone has to be hired to fill the position) and "cooldown period" (when hiring can re-open after someone does not meet expectations in practice)?
A few years later got another Google recruiter after me. Ended up getting hired in 2008.
Looked up the previous recruiter. Her last day at the company was the day she promised she would book phone screens, or the day after (can't remember exactly, this is quite a few years ago). I can only assume she was suddenly let go.
Ever since, I keep wondering how many ghostings happen because the person holding the strings disappears for some reason, and there's a lack of system to follow up on that.
I would always get the usual "Unfortunately, we have decided..." charades. At least no ghosting.
I can think of only one situation, and it was kinda peculiar in its own right (they called me 8 months after my application because they were in a jam and I said I won't be able to start in such a short notice they wanted, and they warned me in advance they would ghost me because the HR was I presume in a crunch).
As for the ghostings BEFORE they even respond to the job application, I'd say that it is around 40% of job applications that I never get a response after "We have received your job application yada yada yada".
Again, this is just my anegdotal experience. Maybe my experience in EU job market is a rarity.
And fraudulent job ads should be handled the same way a fraudulent advertisement for a good is handled: you either make good and prove hiring, or you're tried for felony fraud.