Why Ghosting Candidates is Killing Employer Brands in the Middle East

Let’s face it: ghosting in the recruitment process is a major issue in the Middle East. It’s not just candidates ghosting—employers are often guilty too. It’s time we acknowledge this problem head-on.

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Recruiters and companies need to realize that ignoring candidates after interviews, or failing to provide feedback, hurts their employer brand. But here’s the kicker: 70% of candidates say they would never reapply to a company that ghosted them, and 65% share their negative experiences online or with friends. This is damaging, especially in a region where networking is crucial.

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Why does it happen?

High competition for roles:

With thousands of applications for a single role, hiring managers simply cannot respond - managing LinkedIn, CRM, and internal communications with an overworked and under-resourced team.

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Slow decision-making:

Companies in the Middle East are often bogged down by multi-tiered ”cumbersome” approval processes. The delegation of authority usually sits with the C-suite. This results in long delays and, in some cases, a complete communication breakdown.

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Cultural differences:

There’s a misconception that not responding is a ‘soft no,’ but this creates a perception of unprofessionalism, especially among international candidates who expect clear communication.

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70% of Candidates say they would never reapply to a company that ghosted them.

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But here’s the reality: In a competitive market like the Middle East, where industries are expanding fast, ghosting is not only unethical—it’s costly.

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Companies need to remember that 79% of job seekers are less likely to buy from a company that treated them poorly during the recruitment process. This is not just a recruitment issue, it’s a business risk!

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It's time for recruiters and companies in the Middle East to step up. Let’s stop ghosting and start treating every candidate with respect, even if they’re not the right fit for the role.

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