Ghosts in interviews have become so bad that the Canadian government has intervened to help job seekers

But there can be some hope in the future for generation that eliminates hundreds of applications with AI, if they are in Canada.

From January 1, Ontario companies with at least 25 employees will be forced to inform the candidates of their hiring status within 45 days of their interview, or the last interview if there were several. Employers will also have to disclose whether a vacancy is actively filled and if the AI is used to filter and select the candidates.

In the United States, some states have also tried to adopt legislation on ghosts and ghosts. In 2024, a legislator of the state of New Jersey announced that this brought employers up to $ 5,000 for having omitted to give the candidates an estimated calendar when a vacancy will be filled and to delete job lists within two weeks of the role. The proposed bill also requires companies to disclose when announcements are published for roles that do not exist. But New Jersey Business and Industry Association opposed the bill on behalf of employers for higher costs and “impracticability”.

9 in 10 workers say they were ghosts – here’s why it happens

A survey has revealed that nine out of 10 workers say they have been ghosts by recruiters, with a majority of employees saying that they prefer to hear anything at all. A separate study by Glassdoor revealed that around 27% of the candidates have never even had a return after finishing a final interview.

They are left in the dark to explain why they get ghosts so often – but Anna Papalia, career influencer and author of Interviewologytell Fortune The fact that the reason for which it is so widespread is that no one holds responsible recruiters.

Having previously worked as director of the acquisition of talents to Conner Strong and Buckelew, she says that recruitment officials are too afraid of telling the candidates that they did not obtain the concert, and overall, employers have the above on the labor market today.

“We need this law. We need it in America. We need it everywhere, ”says Papalia. “They prefer breadcrumbs (candidates) and play these mind games, or they really lack courage or bravery.”

Papalia compared the demand for labor on the market of a job seeker for the sale of a house during a low or high period. Since there is a surplus of candidates on the market, the chances that job seekers win their dream role become more and more difficult. In the meantime, his advice is to apply for as many jobs as possible.

“If you sell a house on the market of a seller, you do nothing at home and you will get 40 offers,” Papalia continues. “If you sell it on the market of a buyer, you have to stage it, you have to repaint it and you have to make it the best possible.”

His advice for Gen Z? Do not think a business is saying until it makes you an offer – even when it says things like “we make an offer together” or “you are our number one candidate”.

Ghosts could be harmful to employers

Not only do ghosts discourage short -term candidates, but that could affect the company’s reputation in the future.

A study revealed that 80% of job seekers would not plan to apply for a role in the same company that has not updated them on the status of their request.

“When you are very well treated in an interview process, you tell your friends and family that you get some respect for this organization,” explains Papalia.

“When you are a ghost and when you are treated as if you were disposable, you feel like Sh – T, and the reputation of this company is then at stake. And at the moment, companies are not thinking very deeply in the way they deal with their candidates, how it really affects people.”