Abstract:
1. Introduction
Job ghosting—the abrupt cessation of communication by employers during
the selection process—has become a critical issue in the Sri Lankan job
market. According to a preliminary survey of 20 participants, 81.3% of
rejected candidates reported experiencing ghosting. The effects of ghosting
in employment are nuanced, with international research revealing varied
outcomes. However, the Sri Lankan context remains underexplored. Hence,
this study explores the multifaceted impacts of job ghosting on candidates'
well-being—psychological, physical, and social—and employer branding.
2. Research Methodology
Using an interpretivist philosophy and qualitative approach with purposive
sampling, thirteen semi-structured interviews were conducted over six
weeks. Job seekers who had experienced ghosting at least once narrated
their experiences. Thematic analysis was applied to analyze the data.
3. Findings and Discussion
Findings indicate that job ghosting negatively impacts mental well-being,
leading to emotional and psychological impacts, cognitive strain, loss of
clarity, loss of confidence and motivation, and the emergence of new
mental patterns. It also affects physical well-being, causing disruptions in
health, altered activities, and the development of new physical habits for
coping. Social well-being is impacted by deteriorating social connections
and shifted dynamics. From the employer branding perspective, ghosting
results in a decline in the employer’s brand perception, loss of credibility,
shrinking talent networks, and evolving candidate preferences.
4. Conclusion and Implications
The study concludes that job ghosting affects candidates' well-being and
employer branding. This research adds insights to the Sri Lankan context
and emphasizes the urgent need for employers to adopt transparent
communication strategies to mitigate the adverse effects of job ghosting
and to protect candidate well-being and brand reputation.
