Ghosting is no longer a fluke in hiring. It is a pattern. Candidates apply, you reach out, you schedule an interview or send a candidate assessment, and then… silence. No reply. No call. No show.
We hear it across industries, especially in healthcare, retail, hospitality, and high-volume hiring roles. The impact is real: lost time, wasted effort, and longer time-to-fill metrics that frustrate both hiring managers and candidates.
But candidate ghosting is not random. It is the result of a process that feels impersonal, confusing, or high-pressure to job seekers. The good news? That means it is fixable.
One of the most effective, low-effort ways to cut ghosting is by sending a short video message from the hiring manager. It builds trust, adds clarity, and signals that someone real is paying attention.
Let’s walk through why candidates ghost in the first place and how to use short videos and simple communication tweaks to keep your best applicants engaged.
Why candidates ghost: it's not what you think
When a candidate disappears, it is easy to assume they are rude, flaky, or disinterested. But that is rarely the case.
Most candidate ghosting is caused by one of three things:
1. Lack of clarity
Candidates are flooded with job posts and outreach. If they apply to five jobs and get five different calls back, they might not even remember which role belongs to which number. If the message is vague, such as “Hi, we’d love to talk about your application,” they are less likely to follow up.
Even small unknowns can snowball. If they do not know who to ask for, where to park, or how long the interview will last, anxiety takes over. Especially among Gen Z, where over 60% report medically diagnosed anxiety, these minor details become major blockers.
2. Lack of connection
Today’s hiring processes are highly automated. Candidates often hear nothing after submitting a résumé. When they do hear back, it is through templated emails or impersonal voicemails. It feels transactional. So when a request for an assessment or asynchronous interview lands in their inbox, they may hesitate and ask themselves if it is even worth their time.
3. Lack of flexibility
Many applicants are job hunting while working full-time. They are fielding messages from multiple employers, trying to respond during breaks, and balancing childcare, transportation, and shift work. If they cannot reach you after hours or cannot fit your rigid process into their day, they may simply move on.
What works better: lead with a video
One of the most impactful ways to reduce ghosting is also one of the easiest. Record a 30- to 60-second video as the hiring manager. Use it to introduce the role, set expectations, and create a sense of connection.
You do not need a script, fancy lighting, or a film crew. Just speak directly to the camera and say:
- Who you are
- What role you are hiring for
- What you are looking for in a candidate
- What to expect next
- That you are genuinely looking forward to hearing from them
Here is a simple example:
“Hi, I’m Jordan, the hiring manager for this role. Thanks so much for applying. We’re excited to grow our team. The next step is a quick video interview you can do on your own time. I’ll be reviewing it personally, and if it’s a good fit, we’ll follow up right away. Looking forward to hearing from you!”
It feels real, and that is the point. You are showing there is a human behind the process. Someone who is already rooting for them to succeed.
What makes these videos so effective?
Short hiring manager videos work because they dismantle the very things that cause candidates to ghost.
- They humanize the process. Candidates are far more likely to follow through when they feel seen and spoken to rather than just processed.
- They clarify what is coming. When expectations are clear, anxiety drops and engagement rises.
- They signal commitment. A hiring manager took the time to make a video. That feels personal. It earns reciprocity.
- They are scalable. You can use one video for every candidate in a given role or record new ones as needed. Either way, it is far more effective than another email template.
If your team sends one-way interviews or assessments, embedding a video can boost completion rates significantly. In some cases, as much as 40 percent.
How Truffle’s one-way interviews also reduce ghosting
At Truffle, we have designed our AI video interview software to solve the exact problems that cause candidates to ghost, without making the process feel impersonal or robotic.
Candidates interview on their own time
There is no back-and-forth interview scheduling or pressure to drop everything for a call. Truffle’s interviews are async and mobile-friendly. Candidates can respond when it fits their life. That alone removes a major friction point, especially for hourly workers, shift-based teams, and busy parents.
Every candidate gets a human intro
Truffle interviews can begin with a short video message from the hiring manager. We make it easy to record one video and reuse it for all applicants. It is personal, welcoming, and shows that someone real is paying attention.
This small touch makes a big difference. Candidates know they are not being sent through a faceless system. They are being invited into a team.
Automated reminders that feel natural
We send timely nudges via email to remind candidates to complete their interview. These messages are based on candidate behavior, not arbitrary timelines. The tone is friendly and personal, not cold or transactional.
Structured interviews reduce anxiety
Truffle's one way interview software uses consistent, role-specific questions so candidates know what to expect. They are not caught off guard or unsure how to prepare. We also allow candidates to re-record their answers, which lowers stress and improves response quality.
The result: higher completion rates, fewer no-shows, and a better overall experience for both sides.
Instead of chasing candidates, you get structured responses delivered to your dashboard with match scores, red flags, and soft skill insights. Truffle gives candidates a reason to follow through and gives your team a faster, friendlier path to better hires.
Layer in thoughtful communication, not just automation
Video is a great first step. But if you want candidates to show up for interviews and for day one, you need to rethink how you communicate throughout the process.
Here are five proven tactics from high-performing hiring teams.
1. Use text, not just email or voicemail
If you are not texting, you are invisible. Set up a Google Voice number or use your ATS’s text recruiting feature to follow up after applying, confirming interviews, or checking in.
2. Be cheerful and specific in your outreach
The tone of your voicemail or text makes a difference. Avoid sounding robotic. Highlight something you liked on their résumé and reinforce your excitement.
Bad:
"Hi, this is Michelle. You applied for our front desk role. Call me back."
Better:
"Hi Sam. I saw your experience with OpenDental and loved it. I’d love to connect about the dental assistant role you applied for. I’ll text you now with details. Feel free to reply when you are free."
3. Anticipate the friction points
If you have ever asked, “Why would someone no-show for an interview?”—this is why:
- They did not know where to park
- They were not sure what to wear
- They forgot your name or who to ask for
- They got frazzled in traffic
- They did not know how long the interview would take
You can fix all of this with one phone call or text. Let them know:
- Where to park and whether you validate
- What attire is expected, and acknowledge if they are coming straight from work
- Who to ask for when they arrive
- How long the interview will take
- Why the position is open, and frame it positively
These details build trust and reduce anxiety.
4. Text the night before and the morning of
Do not assume candidates will remember details from two weeks ago. Send a reminder:
"Hi Maria. We are excited to see you tomorrow at 10:30 a.m. Here is the address and parking info. Just ask for Jordan at the front desk. Let me know if anything comes up."
This gives them a chance to reschedule if needed and prevents confusion.
5. After the offer, keep showing up
Ghosting can still happen after the interview. Once a candidate accepts the offer, keep them engaged.
- Ask how their two-week notice went
- Invite them to a team lunch or casual check-in
- Have a teammate they bonded with reach out
- Text them the day before their start date and order lunch for their first day
These small moments of care make people feel like they belong before they even arrive.
To reduce candidate ghosting, build certainty
You cannot fix ghosting with reminders alone. The issue is not forgetfulness. It is friction.
When candidates do not know what to expect or who they are dealing with, they disconnect. And once they go silent, they rarely come back.
The fix is clarity, warmth, and consistency.
- Show your face
- Explain the process
- Follow up with empathy
- Remove friction before it starts
The companies that win the best talent are not the ones with the most automation. They are the ones that make candidates feel seen, respected, and confident at every step.
A 60-second video might be the smartest hiring decision you make this year.
