Ghosting has become a common (and very frustrating) part of the hiring process.
As a logistics and supply chain recruiting firm that speaks to hundreds of candidates every week, we’ve seen the patterns. Ghosting isn’t random. It’s usually a signal. The candidate experience wasn’t what they expected…or worse, it made them lose trust in the opportunity.
So let’s dig in. Why are candidates ghosting in supply chain and logistics roles? And more importantly, what can you do to stop it?
1️⃣ The Process Takes Too Long
Top candidates won’t wait around. If your hiring process drags or lacks communication, they’ll move on.
What makes candidates stop responding during interviews?
- Too many rounds
- Unclear timelines
- Long gaps between outreach
- Misalignment between job description and conversations
Speed, clarity, and consistency matter, especially in fast-moving industries like 3PL, freight brokerage, and distribution. Don’t leave people wondering what comes next.
2️⃣ The Experience Feels One-Sided
Today’s candidates want conversations, not interrogations. If your interviews feel transactional or stiff, they’ll disengage.
How can I build a hiring process that keeps candidates engaged?
- Make interviews feel like mutual conversations
- Share your values and workplace culture early
- Be open about expectations and challenges
A strong candidate experience in logistics is about more than efficiency. It’s about creating a good opportunity and leaving candidates impressed by your hiring team.
3️⃣ Something Feels “Off”
People don’t ghost when they’re excited. They ghost when something doesn’t feel right.
Why are candidates ghosting my company?
- Vague job descriptions
- Misaligned expectations
- A lack of trust in leadership or culture
If you’re seeing repeat ghosting, it might be time for a reality check. Audit your process. Ask for feedback. And don’t be afraid to own the hard stuff because that’s what builds credibility.
4️⃣ They’re Not That Into You (Yet)
Especially for passive candidates or executive-level hires, ghosting can be a sign of low buy-in.
How do I fix ghosting in the hiring process?
- Focus on asking better questions and not overselling
- Personalize your outreach
- Keep the door open for future timing
As a transportation recruiting firm, we often find that ghosting doesn’t mean “never.” It means “not right now.” When you handle rejection with grace, those candidates often come back later.
Final Takeaway: Fix the Process, Not the People
Candidate ghosting is frustrating, but it’s also a signal. It’s feedback. And it gives you a chance to build a better experience for the next hire.
The strongest companies don’t take ghosting personally. They take it seriously.
Want to reduce ghosting?
Use our Hiring Experience Audit to review and improve your process.
Need a recruiting partner who knows what candidates want?
Contact CS Recruiting to start a conversation.