Key Takeaways
- Ghosting Insight: Candidate ghosting signals gaps in communication, speed, and engagement within modern IT recruitment processes.
- Speed to Hire Matters: Shorter, well-structured IT interview processes significantly improve candidate commitment and interview attendance rates.
- Human-Centred Hiring: Personalised communication and clear expectations reduce interview no-shows and strengthen candidate trust throughout hiring stages.
- Flexible Interview Design: Offering flexible scheduling and virtual interview options increases IT interview show-ups in competitive talent markets.
- Fortray Smart Recruitment helps employers convert more interviews into hires through engagement-focused hiring strategies.
Introduction
Being ghosted by candidates has become one of the most frustrating realities in modern IT recruitment. Interviews are scheduled, hiring managers are ready, and then — a deep silence. There’s no email, no call, and show up!
In a competitive, candidate-driven market, this problem is rising. Indeed, states that around 86% of job seekers in the United Kingdom admit to having missed an interview without notice. The recruiters spend an average of 17.7 hours per vacancy on manual admin tasks, equivalent to more than 2 working days per hire. For SMEs and tech firms, it’s a drain on resources, with the average cost-per-hire now exceeding £6,000.
If your calendar is full of invites but your meeting room remains empty, it’s time to bridge the gap. In this blog, we’ll discuss how you can transform your recruitment funnel from ghosted to hired.
Why Candidates Ghost IT Interviews?
Before solving the problem, we must understand the “why?” In the fast-paced IT sector, candidates are often juggling 3-5 concurrent applications. Skilled candidates often manage multiple interview processes simultaneously, and many feel no obligation to formally withdraw if a better opportunity arises. Below are the key reasons:
- The “Tit-for-Tat” Culture: 55% of candidates believe that because employers ghost them, so, it is fair play to return the favour.
- Slow Hiring Cycles: In tech, speed is a currency. If your IT interview process takes weeks, a faster-moving competitor has likely already made an offer.
- The Cost-of-Living Factor: 37% of UK candidates cite financial betterments (better pay or shorter commutes) as a reason to ghost a confirmed interview for a better prospect.
This implies that ghosting is rarely personal. It’s usually a response to friction!
Recommended Reading: The ‘Missing Link’ in Tech Hiring: Why Soft Skills are the New Hard Skills?
Optimising the Candidate Experience: The First Step to “Hired”
To ensure a candidate shows up, they must feel a connection to your brand before they even meet you.
High-Touch Communication
Don’t just send a calendar invite. The modern recruitment requires a “sales” mindset.
Send a “What to Expect” guide 48 hours before the interview. Include the names of the interviewers, the tech stack to be discussed, and a link to your sector expertise page to showcase your authority.
Leverage Smart Automation
AI-era SEO and recruitment aren’t just about keywords; they’re about workflow!
It is better to use automated SMS reminders. Statistics show that SMS has a 98% open rate compared to 20% for email. The simple, “Hi [Name], looking forward to seeing you tomorrow for the [Role] interview!” can reduce no-shows by up to 50%.
Offer Flexible Interview Options
In global and hybrid IT hiring, rigid interview scheduling causes unnecessary drop-offs. The flexible time slots, virtual interviews, and asynchronous technical assessments increase attendance.
The flexible hiring practices improve candidate participation by up to 30%, especially for in-demand technical roles, according to McKinsey.
Re-Position the Role as a Career Opportunity, Not Just a Job
The candidates who see long-term value are more likely to stay engaged. Clear communication around growth, impact, and learning opportunities increases interview commitment.
This is especially important for senior IT professionals evaluating multiple offers!
Recommended Reading: How AI-Powered ATS is Removing Bias in Recruitment?
Actionable Steps to Boost Your Show-Up Rates
We, at Fortray – Smart Recruitment, specialise in reducing friction in the hiring process. Here is our proven framework:
Radical Transparency
Be upfront about salary and remote work options in the first call. The 2025 Ghosting Index states that the lack of salary transparency is a primary driver for mid-process drop-offs.
Use Vetted Talent Pipelines
The risk of ghosting is significantly lower when candidates are pre-engaged. Partnering with a specialist Recruitment Agency ensures you are meeting professionals who have been vetted for “intent” as much as “skill.”
Humanise the Tech
In an age of AI-driven mass applications, candidates feel like a number. Break the cycle by:
- Sending a 30-second intro from the hiring manager.
- Sharing “Day in the Life” stories from your products and services team.
Recommended Reading: What is Employee Value Proposition, and Why It Matters?
How Fortray Helps Employers Convert Interviews into Hires?
We, at Fortray – Smart Recruitment, focus on conversion-driven hiring rather than volume-driven interviews. Our methodology improves IT interview show-ups by aligning expectations on both sides.
We support employers through:
- Candidate Pre-Qualification and Readiness Checks
- Clear Interview Journey Mapping
- Active Engagement and Follow-Ups
- Market-aligned Role Positioning
- Behavioural and Technical Alignment
This approach has helped UK and global clients reduce interview no-show rates and move candidates confidently from first conversation to hired status.
Recommended Reading: Hybrid Work: Retaining Top Tech Talent in a Remote-First World
Why This Matters to Candidates Too?
Candidates don’t ghost because they don’t care — they ghost when they feel disconnected, undervalued, or overwhelmed.
Improving interview experience benefits candidates by providing clarity, respect, and transparency. It helps them make better decisions and build trust with potential employers.
Fortray works closely with candidates and trainees to ensure they enter interviews prepared, confident, and aligned — reducing drop-offs on both sides.
Recommended Reading: How to Best Prepare for a Job Interview in 10 Steps?
Conclusion
Candidate ghosting in IT hiring is not inevitable. It’s a symptom of broken communication, slow processes, and poor experience design. The employers who prioritise speed, clarity, and human connection consistently outperform those relying on outdated recruitment models. If your internal HR team is stretched thin, the financial impact of ghosting will only grow. Smart Recruitment by Fortray helps organisations improve IT interview show-ups, protect hiring momentum, and convert more candidates from ghosted to hired.
Talk to our Experts Today to deploy talent faster and smarter!
Frequently Asked Questions (FAQs)
IT candidates often ghost interviews due to slow hiring processes, unclear communication, better competing offers, or poor candidate experience.
Employers can reduce IT interview no-shows by shortening hiring cycles, improving communication, and setting clear expectations early.
Yes, interview ghosting delays hiring decisions, increases time-to-hire, and reduces overall recruitment efficiency for IT roles.
The positive candidate experience improves engagement, trust, and commitment, significantly increasing IT interview show-up rates.
Fortray improves interview show-ups through smart recruitment, candidate engagement strategies, and faster, conversion-focused hiring processes.
