Can we stop ghosting candidates?

Hey,

Welcome to Green Jobs Rising!

By now, November 2025, how many job applications have you sent out so far?

And how many of those did you actually hear back from, whether it was a rejection or a shortlist notification?

In today’s issue, we’re talking about what many HR teams don’t get right for candidates: communication.

You’ve probably seen a line like this in job ads:

“Due to the high number of applications, only shortlisted candidates will be contacted. If you do not hear from us within 14 days, please consider your application unsuccessful.”

But isn’t it unsettling to spend weeks wondering: Did I get it or not? Is the position already filled?

Many of us have gone through that agonising waiting period. This is what we now call being ‘ghosted’.

Some organisations don’t even send an acknowledgement email, so you’re not sure if your application was received at all.

In one of our editorial meetings, as we were planning this very piece, my boss Oliver August, founder and CEO of Continent Rising, shared:

Rejection sucks, but knowing why you were rejected is so much better.

It can save you from making the same mistake in your next application.

In the same way we value transparency from our leaders about how they use our taxes, we should value it in hiring too.

Transparency shouldn’t only live in government; it belongs in hiring too.

It’s the little things that count, and a journey of a thousand miles starts with a single step.

Sending a thoughtful response to applicants is one of those small but powerful steps.

As Mr August puts it:

As we look forward to all factors working well in the green sector, organisations should consider this.

A little transparency can change how candidates experience the entire hiring process.

This is an example of a rejection email from one of the organisations here in Africa 👇

Well, they tried, but it still sucks because the candidate doesn’t know why they were rejected. There’s no feedback, and nothing to help them do better next time.

And that’s the point. Ghosting is bad, but a vague “thanks, no thanks” isn’t much better. 

If we say we care about talent, we should care about how we treat people who don’t make it through.

As we look forward to building a more sustainable green sector, organisations should consider this. 

A little transparency can completely change how candidates experience the hiring process.

So I’m curious: Let me hear from you. Vote in our poll and share your experience in the comments or inbox. Your feedback might just help someone else on their journey.