Ghosting from the workplace:  The impact of feedback (or lack thereof) on applicants’ psychological needs satisfaction

Abstract

Background: Applying for a job can be a stressful experience. When a potential employer chooses to not move forward with a candidate, they can either directly tell them or cease communication altogether—known as ghosting. Ghosting has harmful consequences, such as lower basic psychological needs satisfaction than direct rejection, and there has been an apparent increase in this phenomenon by potential employers. The purpose of this study was to examine the effect of being ghosted after submitting a hypothetical job application. Methods: An international sample of unemployed people (N = 554) completed an online job application task and were randomly assigned to receive no (i.e., ghosted), impersonal, or personal feedback. Results: While our manipulation was perceived as intended, there was not an effect of condition on needs satisfaction. However, exploratory analyses suggest that ghosted participants have greater self-esteem and control than those that received personal feedback. Thus, the effect of being ghosted during a job application may not be as clear cut as previously thought. Conclusions: Although the current study did not find evidence that applicants feel worse after being ghosted than being directly rejected, such an experience can still hurt, and more research is needed to understand the long-term effects of being ghosted by a potential employer.