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Often referred to as an ‘art,’ dating is more accurately pictured as a confusing and unpredictable cycle of developing relationships. Sometimes, we do not “hit it off” with others despite original feelings. In the modern world, this process now tends to begin with digital conversation, which can make it hard to read a situation. Digital conversation can easily become muddled and misunderstood. Due to mainly digital or online methods of communication becoming the norm, a sort of digital age of dating has emerged. Something digital communication provides is a sense of security for letting people down or breaking things off with a potential partner. 

‘Ghosting’ is a term used to describe the experience where someone cuts all ties suddenly with another person without an explanation. This is usually in the context of a relationship or the “talking stage” of a relationship. 

Have you ever met someone on a dating app, or even in person, who suddenly stopped texting or calling? Not only is ghosting as prevalent as ever in the dating world, it has also made its debut in the corporate and professional world. 

‘Corporate ghosting’ is the term used to refer to the act of suddenly ending communication with another party of a professional relationship during the stages of the job application processes. Ghosting is not new, and corporate ghosting is not quite as new as people may think either. However, young adults have been speaking up about their experiences more than ever. 

According to the Director of the Career Center at Grand View University, Haley Peeler, job postings and online application processes are more complex than what meets the eye. 

Application processes, especially for larger businesses and companies go through multiple online and software-based filtration before a human being ever looks at an application. Applicant tracking systems (ATS) are software that employers use to filter applications based on key words. Specific descriptors such as major studies, skills and much more can be used in ATS software to narrow down applicants. 

Peeler recommends structuring one’s resume to include many keywords. This makes all the difference when first implementing practices that help prevent corporate ghosting. Peeler also recommends the site Jobscan to help submit applications and get feedback on how your application might succeed or fail while going through ATS databases. However, the ATS software is not the only barrier to this problem of corporate ghosting. Employers simply not communicating even after going through the interview process is part of the frustration. 

Peeler encourages people to follow up with the employer (or whoever posted the job position) anywhere from one to two weeks after submitting your application. One could even wait until the application deadline, assuming one is provided, and reach out then. This can help show the employer that you want more communication during this process, or that you are really interested in the position. 

Formal email or phone call structures are the best approach to following up. Peeler also recommends attaching your resume and application documents to the follow up email. However, this may not always work. 

“Sometimes they don’t respond to that either,” Peeler said. 

This contributes to the frustration and barriers one may go through when experiencing corporate ghosting. When dealing with the frustrations and apprehensions that come with corporate ghosting, GVU students can reach out to resources such as the Career Center. Having Peer Success Coaches and professionals like Peeler look over your resume can provide peace of mind: Knowing your documents are up to date and structured in a way that provides a higher chance of hearing back from applicant tracking systems. Regardless, ghosting happens to most people and talking about those experiences can help. 

“It’s like dating ghosting, but it just hurts a little more,” Seth Diser, a graduate student at GVU said. Diser experienced corporate ghosting within the application process while communicating with an employer about setting up an interview. However, the employer just stopped replying after asking some pre-interview questions about starting availability. Therefore, Diser speculates that part of the ghosting was due to his busy schedule within the school year. 

“I’m tentative on like where I’m at in the process,” Diser said when speaking on the impacts his experiences had. Experiences like Diser’s seem to provoke more awareness in applicants. 

“If they don’t care, why should you care?” Diser said. 

Corporate ghosting is something that is not necessarily new and is becoming a norm for people applying to various job positions. Applicants need to watch out for many aspects that may not go as planned. 

As if ghosting and corporate ghosting was not enough to worry about, according to a Wall Street Journal article, another aspect of corporate ghosting is “ghost job” postings. In Te-Ping Chen’s article for the WSJ titled, “Job Listings Abound, but Many Are Fake,” some job postings are only online to gain the attention of people rather than to fill an actual position. Chen talked to Kelsey Libert, a co-founder of a digital marketing agency, and found that Libert leaves posts up even when the agency is not hiring due to high turnover rates in specific positions. However, not everyone agrees with those methods. 

Libert also justified their methods of leaving job postings up by mentioning that seniors in college graduate between April and June. Companies may anticipate turnovers and do not want to miss out on new talent. There are many confusing trends within the application process and it is important to communicate your interest and follow up to increase your chances of getting a response. 

Despite applicants catering to ATS software and employer expectations, lack of communication can still occur. The applicant’s expectation of communication is not often factored into the conversation. 

“I think it’s harder to say no in person,” Diser said while going over his expectations during the application processes. Understanding where another is coming from, and how they are impacted by our actions, helps us communicate and maintain relationships. Therefore, even in the professional world, applicants have the expectation that communication is more effective in person. 

“Don’t be a number,” Diser said while speaking on the motivational aspect of trying to get the personified process of interviews. Diser seemed to believe that once you are into the in-person rounds of the application process, it is easier to understand what the employer is looking for and how you fit into that mold. 

For people worried about or going through corporate ghosting, there are personal and online resources that help you make sure you can try to get ahead of applicant tracking systems. 

Unfortunately, the only other way to get through it seems to be by “chalking it up as a loss,” as Diser said.