Generation Z ignores potential employers during the application process, but according to a researcher, this is not rudeness.
What is this ignoring about? In recent years, there has been repeated reporting of a new trend in the job market that is said to occur particularly within Gen Z: ghosting.
According to a study by the job application platform Indeed, 75% of all surveyed job seekers have ghosted a potential employer at some point. Of those, 70% believed ghosting the potential employer was fair, and 62% stated they would do it again in the future.
Here’s why candidates ghost potential employers: The study by Indeed identified 5 reasons that are often cited as the cause of ghosting by candidates towards potential employers:
- The position is not a good match.
- The company is not a good fit.
- The salary offer was not sufficient.
- Additional benefits were lacking.
- They received another job offer.
Now, researcher Dr. Delphine Minchella from the renowned French business school “École de Management de Normandie” has addressed the question of why job candidates ghost recruiters instead of simply declining, sharing her results in July 2026 (Source: em-normandie.com).
Here’s what the research found: According to Dr. Minchella’s findings, ghosting is primarily a response to recruitment practices perceived as faulty, dehumanizing, or unfair. These include salaries disclosed too late or perceived as disrespectful, disproportionate selection processes relative to the position, time-consuming online tests without any feedback, and recruiters who ghost applicants in return.
Moreover, the study shows that ghosting is practiced as a form of “shunning.” The applicants who ghost potential employers distance themselves from what they perceive as an unattractive organization. They sometimes even express genuine relief or satisfaction at the thought of taking control away from the company regarding their decision.
These applicants are prone to ghosting: Dr. Minchella’s study also addresses who ghosts. It categorizes them into three different personality types:
- The regular ghoster: ground down by years of poor treatment.
- The occasional ghoster: who reacts to a specific behavior perceived as disrespectful.
- The accidental ghoster: overwhelmed by fear of missing out (FOMO), keeps too many options open and feels overwhelmed when responding.
Overall, prior ghosting by recruiters is the main reason why ghosting by applicants is considered justified. Minchella concludes: “Ghosting by applicants is not just a lack of politeness. […] It is an act of rebellion against the all-powerful influence of digitization that has taken hold in the workplace. In this sense, it should serve as a warning and prompt recruiters to fundamentally rethink their hiring processes.”
Have you ever ghosted a potential employer during an application process, and if so, why? Feel free to share it with us in the comments!
Another study from the year 2026 shows that Generation Z indeed aims for high leadership positions for their careers, but unlike previous generations, they do not want to make noticeable personal sacrifices for it. You can read more about this here: Gen Z is keen on leadership roles, but not like the Boomers and Gen X have shown them
Your opinion is important to us!
Do you like the article? Then let us know!