Too often, companies open roles externally without first reviewing their internal talent pipeline or even confirming whether the position truly needs to exist. Even worst, roles are opened without being clear or aligned on the requirements for the position, or only considering one side of the role for example technical skillset is in focus but behavioural attributes are neglected or simply ignored.
In today’s job market, where opportunities can feel scarce, this practice creates a flood of applications for roles that may later be paused, redefined, or cancelled altogether.
For candidates, a job posting or a message from a recruiter is not just another notification. It represents hope the possibility of stability, growth, or change. Applying takes time and emotional energy. That investment deserves acknowledgment. Ignoring it sends a message that their aspirations don’t matter.
Yet many organizations struggle to manage this flow of candidates responsibly. In practice, three behaviours dominate recruitment communication:
1. Full Acknowledgment – The Best Practice
Every applicant receives a response, often through automated systems or AI-powered tools. Even a rejection is better than silence. This simple act signals professionalism and respect and strengthens the employer brand. Candidates remember companies that close the loop. According to Talent Board research, 63% of candidates who receive no feedback report a negative perception of the employer, and 35% share that experience publicly. Silence doesn’t just hurt feelings; it damages reputation.
2. Selective Communication – The Minimum Standard
Companies clearly state that only shortlisted candidates will be contacted. While not ideal, it offers clarity. Applicants know the rules of the game and can move on without waiting. Transparency even when limited reduces frustration and preserves trust.
3. Silence – The Most Common and Most Harmful
No response. No update. No explanation. Candidates are left guessing whether the role is still open, whether they are still being considered, or whether the process has simply disappeared. Companies often underestimate the damage this causes especially in niche markets where talent is limited and word travels fast. Research shows that organizations with poor candidate experience pay up to 10% higher salaries to attract talent later. Silence is expensive.
Communication gaps don’t stop at applications. Even candidates deep into the process can suddenly be left in the dark. Interviews are completed, next steps are promised and then nothing happens. Roles are redefined, budgets change, priorities shift, and candidates are never informed. What remains is frustration and a lasting negative impression.
Who is responsible for this silence?
It is easy to point fingers at HR, but in reality, HR is often a facilitator not the decision-maker. The real bottleneck lies with business leaders. Many delay decisions because priorities shift, budgets change, or they fear making the wrong hire. Others simply fail to make recruitment a priority, leaving interviews unscheduled and candidates waiting. When leaders do not commit time or clarity, the process stalls and the silence begins. This is not an HR problem; it is a leadership accountability issue.
Recruitment Is More Than Filling Positions
It is a company’s first real interaction with the talent market. Every unanswered application, every stalled process, and every broken promise shapes how an organization is perceived. In a competitive hiring landscape, silence is not neutral it is a message. And it’s rarely the one companies intend to send.
Respect and transparency are not just HR best practices they are reflections of a company’s culture and integrity. They also deliver measurable business benefits: companies with strong candidate communication see up to 50% higher offer acceptance rates and reduce time-to-hire by 20%, according to LinkedIn’s Global Recruiting Trends.
The Bottom Line
Proactive communication is not optional. it’s a differentiator. It protects your brand, reduces hiring costs, and builds trust in the market. In recruitment, every interaction counts. Make sure yours sends the right message.
