Anatomy of a Search: The Current Landscape — Ghosting, Hiding, Waiting
If you think the hiring market feels different today, you’re not imagining things. It really is.
Companies are hiring cautiously. Candidates are hesitant to move. And in between the two, there’s a frustrating pattern: ghosting, hiding, and waiting.
I don’t expect this to be a passing phase. For the foreseeable future, this appears to be the talent marketplace. And if leaders don’t recognize it, they risk missing out on great people.
Ghosting: The New Normal
Once upon a time, ghosting was rare. Today, it’s everywhere. Candidates apply, interview, and then the recruiter disappears without a word. Companies extend offers, only to have them ignored.
Why? For candidates, ghosting is often about fear. Fear of making the wrong move. Fear of being judged for saying “no.” Fear of burning a bridge in a small industry.
For companies, ghosting comes from indecision. A role is posted, candidates are engaged, and then leadership hesitates or priorities shift. Silence replaces clarity, leaving candidates hanging.
Ghosting is frustrating for both sides. But it’s also a signal: the market is unsettled, and trust is fragile.
Hiding: Talent Below the Surface
Many of the best candidates aren’t out in the open. They’re “hiding,” not because they’re disinterested, but because they’re cautious.
The last few years have been turbulent. Layoffs, restructurings, and economic uncertainty have made people wary. Even if they’re not happy where they are, they may choose to stay put rather than risk a move. I have talked to too many candidates who took a great new job, only to have it evaporate months later, and they find themselves on the job hunt. These stories are all over LinkedIn.
That doesn’t mean the talent isn’t there. It means leaders need to work harder to surface it. It takes conversations, relationship-building, and trusted networks to bring hidden candidates into the light. That’s where external partners often make a difference; we know where to look and how to open doors that job postings alone may never do.
Waiting: The Cost of Indecision
On the employer side, waiting has become a strategy...but not a good one.
Many companies believe they can afford to wait for the “perfect” candidate, the unicorn who checks every box. But in the meantime, the role stays unfilled. Teams shoulder the extra burden. Projects slow down. Opportunity costs pile up.
And here’s the truth: the “perfect” candidate rarely exists. Strong leaders recognize that waiting is often more costly than hiring a capable, aligned person who can grow into the role.
Waiting also sends the wrong signal to candidates. If the process drags on for months, top performers lose interest. They interpret hesitation as disorganization, or worse, as a sign that the company doesn’t truly value the role.
Navigating Ghosting, Hiding, and Waiting
So how do leaders navigate this tricky environment?
Communicate Clearly. Candidates value clarity more than ever. Even a simple “we don’t have an update yet” is better than silence.
Act Decisively. Once you’ve identified a strong fit, move. Top talent won’t wait around forever.
Broaden the Search. Don’t expect the right person to apply through your job board. Tap networks, engage passive candidates, and partnerwith firms who know where to look.
Build Trust. Both sides want safety and respect. Companies that treat candidates with transparency earn reputational capital, even with those they don’t hire.
A Different Approach
At Evolve HR Solutions, we see this landscape every day. Candidates are cautious. Employers are picky. But the leaders who rise above the noise are those who commit to a better process, faster, clearer, and more human.
Yes, the market is tough. But that’s also the opportunity. Companies that adapt will not only find the right people, they’ll stand out in a crowded and uncertain space.
The Bottom Line
Ghosting, hiding, and waiting are symptoms of today’s hiring market. They frustrate both companies and candidates. But they don’t have to define your search.
With the right approach, and often the right partner, organizations can cut through the noise, connect with hidden talent, and make confident decisions. The anatomy of a search isn’t easy, but it’s navigable. And those who adapt will win the talent others can’t reach.
Next in the Anatomy of a Search series: the frustrations of the unemployed — and what leaders often miss about this critical part of the talent story.
ABOUT THE AUTHOR
Jeff Lupinacci spent the last 25 years at some of the world's best-known companies, such as Intel Corporation and Kimberly-Clark. His career spans key executive roles such as Chief Learning Officer, Chief Talent Officer, and Chief Integration Officer. After a successful corporate career, Jeff turned his focus to his true passion—serving the overworked and under-resourced HR profession.
Beyond his corporate success, Jeff is a sought-after speaker and thought leader, with his insights featured in leading publications such as CFO Europe, Nikkei Business Magazine, and Baylor Business Review. In addition to his business leadership, Jeff is an adjunct professor at Baylor University, where he teaches Human Capital Management for the Executive MBA program and leads the HR Strategy and Analytics capstone for undergraduates.
Jeff is the best-selling author of The Talent Advantage: A CEO’s Journey to Discover the Value of Talent. He lives in Dallas, Texas, with his wife and two doodles.