How do we solve “ghosting?”
Writ-large, we don’t. It’s an individual issue. The easiest answer would be “better parenting,” but let’s not go down that rabbit hole right now.
On the employer side: Automate parts of the process so that your people have more time to be communicating with candidates. Set up best practices around how to communicate with candidates, whether that involves templates for “those we’re not at all interested in” or whatever the case may be. Monitor communication from recruiters as a metric. Tie it to incentives. If your recruiters aren’t communicating, that negatively impacts your brand. Who wants that?
On the candidate side: Just be more professional and realize these people have jobs and bosses and targets to hit and numbers to make, and you self-opting out of the process at a later stage really can hurt them. Just write a quick email and explain what’s going on, send it, and be done with it. You might be blacklisted from that company for years, but it’s better than just “ghosting” them.
Both sides should talk about it with less force: There are no shortage of recruiters on social media just blasting the so-called “millennial mindset” — which is largely horseshit, as an aside — and screaming about “ghosting.” When you give the problem an angry, visceral face, more people get after it in the wrong way. Just acknowledge it’s an issue, sure, but take your professional steps to resolve your side of it. Can’t we all just get along and communicate?