Raj Vaibhav recently shared something that caught my attention: "Searching for jobs is 6 roles disguised as one... That is a full-time operation... So stop ghosting us." He added a line that should be obvious, but too often is not: "If you went with another person, I’d rather hear it than wonder."

I want to build on Raj’s point, because it highlights a gap in modern hiring that hurts everyone involved. Job seekers do not just "apply." They research, tailor resumes, write cover letters, network, prepare for interviews, follow up, negotiate, and repeat. When that effort is met with silence, it is not just disappointing. It is dehumanizing.

"If you can’t find a minute to send a quick two-line update? That’s not 'professional.' That’s disrespect." - Raj Vaibhav

Job searching really is multiple roles in one

Raj’s framing is accurate: applying for jobs is a full-time operation. In practice, most candidates are juggling several distinct jobs at once:

Researcher: learning about the company, role, team, and market pay.
Editor: tailoring a resume and portfolio to match a specific description.
Marketer: writing a compelling narrative in applications and outreach.
Salesperson: persuading strangers to take a chance and schedule time.
Project manager: tracking submissions, follow-ups, interview loops, and deadlines.
Performer: showing up for interviews energized, prepared, and confident.

Now layer in real life. Many candidates are doing this while employed, caring for family, dealing with layoffs, or navigating visa and relocation constraints. Every unanswered thread forces them to keep mental bandwidth reserved for an outcome that may never arrive.

Why ghosting happens (and why it is still a choice)

It is fair to acknowledge the pressures on hiring teams. Recruiters can carry high req loads. Hiring managers are stretched. Priorities shift. Candidates drop out. Internal approvals lag. Tools are fragmented. Sometimes there is genuine uncertainty about headcount or timing.

But Raj’s core argument stands: ignoring a person is a decision, even if the system makes it easy to do.

Ghosting typically happens for a few avoidable reasons:

"We do not want conflict." Rejecting someone can feel uncomfortable, so silence becomes the path of least resistance.
"We might need them later." Teams keep candidates warm without actually communicating.
"We are waiting for perfect clarity." A hiring decision is not final, so no one wants to send any update.
"No one owns the message." The recruiter thinks the manager will respond, and the manager thinks the recruiter will.

None of these excuses changes the impact. Candidates interpret silence as disrespect, disorganization, or both. And they are often right.

Candidate communication is part of your employer brand

Raj wrote, "We give you our best; the least you can give me is the truth." That is not sentimentality. It is a practical statement about trust.

Every candidate experience is a public story waiting to happen:

In private conversations with peers.
In Glassdoor or Reddit posts.
In future customer decisions (many candidates are also buyers).
In your ability to attract talent the next time you hire.

If your process leaks basic courtesy, the market will eventually price that in. The best candidates tend to have options, and they do not tolerate uncertainty for long.

Clear communication does not require perfect news. It requires timely, honest updates.

What "professional" looks like: simple, consistent updates

Professionalism in hiring is not fancy messaging. It is predictable, respectful communication with clear next steps.

The minimum viable update cadence

Here is a standard that is easy to defend and easy to implement:

After application: automated confirmation plus timeline expectations.
After each interview: a human update within 2-3 business days.
If delayed: a brief status note every 7 days until resolved.
If rejected: tell the candidate clearly, and do it fast.

This is not about perfection. It is about not leaving people hanging.

Two-line templates that prevent ghosting

Raj asked, "If you can’t find a minute to send a quick two-line update?" Most of the time, you can. Try these.

Role filled:
- "Thank you for your time. We have filled the position, so we are closing your application. I appreciate the effort you put in and wish you the best in your search."
Still in process:
- "Quick update: we are still interviewing and expect a decision by Friday. Thanks for your patience, I will follow up as soon as I have news."
Not moving forward:
- "Thank you again for speaking with us. We will not be moving forward, but I genuinely appreciate your time and interest."

Notice what these do: they end uncertainty.

Operational fixes for hiring managers and recruiters

If you want to "do better," as Raj requested, you need a process that makes courtesy automatic.

1) Assign message ownership

For every candidate in process, decide who is responsible for updates. One owner. No ambiguity.

2) Add communication checkpoints to the interview loop

Treat updates like interview steps. For example:

"Interview completed" triggers a same-day note: "Thanks, we will follow up by X."
"Decision pending" triggers a scheduled follow-up task in 7 days.

3) Close the loop even when the answer is not final

You can be truthful without promising outcomes:

"We have not made a decision yet."
"The role is on hold, I will update you by X date."
"We are recalibrating the scope and will confirm next steps soon."

Silence is not neutrality. Silence is a message.

4) Measure candidate experience like any other KPI

Track basics:

Time to first response
Time from final interview to decision communication
Percentage of candidates receiving closure

What you measure gets fixed.

A note for job seekers: protect your energy and your time

Raj’s post speaks to hiring managers, but candidates also need tactics to reduce the emotional toll.

Set your own follow-up rhythm: one check-in after 3-5 business days, one final after 7-10.
Ask for timelines early: "When should I expect the next update?"
Keep parallel pipelines: assume nothing is real until you have an offer.
Do not internalize silence as a verdict on your worth.

You deserve clarity. And you can pursue it politely, without begging for basic respect.

The takeaway: dignity is not a perk

Raj Vaibhav’s point is simple: communication needs to go both ways. Hiring is a human process disguised as a business process, and ghosting is a choice that erodes trust.

If you are a hiring manager, the next time you feel tempted to delay an update, remember that someone on the other side is reorganizing their life around your silence. Send the two lines. Close the loop. Be direct, be kind, be timely.

This blog post expands on a viral LinkedIn post by Raj Vaibhav. View the original LinkedIn post →