Ghosting, Drop-Offs, and Counteroffers: How HR Can Navigate Today's Candidate Behavior
Hiring used to be a fairly linear process: post a role, conduct interviews, extend an offer, and welcome your new employee. Today, it's a little messier. Candidates vanish mid-process, drop out at the last minute, or use competing offers to negotiate a raise at their current job. For HR leaders, these behaviors aren't only frustrating; they're costly.
As Seann Richardson, Ascentria Managing Partner, puts it: "In a market where silence speaks volumes, proactive respect becomes a recruiting advantage."
Understanding ghosting, drop-offs, and counteroffers, and knowing how to respond, can help HR teams protect their hiring pipelines and strengthen their employer brands.
Ghosting: From Annoyance to Legal Issue
What's happening
Ghosting isn't just about candidates disappearing anymore. Employers are guilty, too. A recent CNBC report highlighted that U.S. lawmakers are considering legislation to curb HR ghosting during the interview process, following a surge in complaints from candidates. In Ontario, Canada, lawmakers have already advanced legislation to penalize employers who fail to follow up with candidates after initial contact.
For HR, the problem cuts both ways. SHRM research found that 41% of recruiters report candidates vanishing mid-interview, while more than half of job seekers say employers have ghosted them after applying or interviewing.
Why it matters
Candidates who feel ignored rarely keep it to themselves. They share their experiences on Glassdoor, in LinkedIn comments, or directly with peers in their industry. What starts as one unanswered email can quickly snowball into a perception that your company doesn’t value people. Silence is never neutral; it erodes trust, damages brand equity, and makes future hiring even harder.
What HR can do
Set clear expectations at each stage. Outline the steps and timeline up front (“We’ll update you within X days”).
Automate touchpoints. Use ATS tools to check in without losing personalization.
Close the loop even when rejecting candidates. In hiring, silence isn't golden; it leaves people confused, frustrated, and angry in ways a clear ‘no’ never would.”
Candidate Drop-Offs: The Leaky Pipeline
What's happening
Even when candidates don't outright ghost, drop-offs are on the rise. A 2025 MokaHR study found that 34% of candidates wait over two months for feedback, leaving them frustrated and increasing their likelihood of disengaging or accepting another offer. The risk climbs as processes drag on: drop-offs spike in the later stages, right before or during the offer phase, when candidates' patience runs thin and competing employers may seem more appealing. The reasons for this trend are familiar: unclear timelines, slow decision-making, and lack of timely communication.
Why it matters
Late-stage drop-offs are the most expensive kind. Not only does the role stay unfilled, but hiring timelines stretch, projects stall, and already-stretched teams absorb the extra workload. In fast-moving industries, those delays compound quickly. What appears to be “just a lost candidate” often translates into lost revenue, missed opportunities, and declining morale.
What HR can do
Streamline your process. Cut unnecessary interview rounds.
Reinforce your value proposition throughout the hiring journey. Don’t assume excitement stays steady.
Communicate. Check in regularly with candidates, even if the update is “we’re still finalizing.”
Counteroffers: Short-Term Wins, Long-Term Losses
What's happening
Counteroffers may seem like an easy way to keep talent, but the data shows they’re rarely a lasting solution. About 40% of employees accept counteroffers, usually with a 10–12% salary increase (Gitnux, April 2025). Yet nearly half of those leave within six months (WifiTalents, June 2025), often citing broken promises or stalled career growth. Fewer than one in five remain with the company beyond 18 months.
Why it matters
Counteroffers often fail because they address the symptom (salary) but not the cause (career growth, culture, leadership). A raise may buy time, but it rarely rebuilds trust or long-term engagement.
What HR can do
Be selective. Counteroffers should be rare and thoughtful, not reflexive.
Address root causes. If career growth or flexibility is the issue, solve for that, not just compensation.
Invest in retention early. Clear career paths, transparent communication, and recognition programs consistently outperform a last-minute salary bump.
The Bigger Picture: Respect and Accountability
From U.S. lawmakers looking to curb HR ghosting to Ontario’s proactive legislation, the message is clear: hiring practices are no longer just internal matters. They’ve become a matter of public accountability.
For HR leaders, the takeaway is simple: respect, transparency, and process rigor are not optional. They’re business essentials.
When you succeed in making candidates feel valued, even if they don’t get the job, you don't just fill roles; you create a reputation that attracts talent for years to come.
What This Means for HR
While candidate behavior may be changing, employers can adapt too. Ghosting, drop-offs, and counteroffers aren’t indicators of an unreliable workforce; instead, they reflect candidates exercising their choices in a competitive market.
The HR teams that succeed will be the ones that embrace transparency, act with urgency, and treat every candidate with respect. That’s how you fill roles today and build reputations that last tomorrow.