From Enthusiastic to MIA – The Rise of Ghosting in Dental Recruitment

What Is Candidate Ghosting?

Imagine… you’re deep into the dental recruitment process, and suddenly, the candidate you’ve been counting on vanishes without a trace. This all-too-common scenario, known as candidate ghosting, happens when a prospective employee unexpectedly stops all communication, leaving employers scrambling for answers. It can happen at any stage in dental recruitment —after submitting an application, during interview scheduling, or even after receiving a job offer.

After applying, candidates might stop responding to emails, ignore phone calls, or fail to attend scheduled interviews. You leave messages, hoping for a reply, only to realise they’ve completely disappeared without explanation.

It’s absolutely frustrating! You wonder what went wrong and scramble to fill the gap, all while time and resources slip away.

Why Does Candidate Ghosting Happen?

Several factors contribute to candidate ghosting in dental jobs, and understanding these reasons can help employers minimise this frustrating trend:

• Multiple Job Offers – Candidates—especially dental assistants, hygienists, oral health therapists, and dentists- can often receive multiple job offers in high-demand fields like dentistry. If they find a more attractive offer, they may ghost other potential employers rather than formally decline.

• Fear of Rejection or Confrontation –  Some candidates may feel uncomfortable rejecting a job offer or admitting no interest. Instead of engaging in an awkward conversation, they simply stop responding.

• Lengthy Hiring Processes–  A slow or disorganised dental recruitment process can lead to disengagement. If candidates feel that the hiring process is dragging on, they may lose interest or move on to other opportunities without informing the employer.

• Mismatch in Expectations –  If the role, workplace culture, or benefits don’t align with the candidate’s expectations, they may ghost the position instead of explaining why it isn’t a good fit for them.

While it’s undeniably frustrating and unprofessional—how hard is it to simply say “no thanks”?—candidate ghosting is, unfortunately, a reality not just in dental recruitment but across many industries. It might not sit well with us, but rather than getting stuck on what’s acceptable, we need to accept that it happens and focus on ways to minimise its impact.



How to Minimise Candidate Ghosting

While we can’t always control whether a candidate picks up the phone or replies to left messages, there are things employers can do to at least try to reduce the chances of ghosting, particularly in the fast-paced dental job market:

• Clear Communication– Maintain regular, transparent communication with candidates. Let them know the hiring timeline and keep them updated throughout the dental recruitment process. This can keep candidates engaged and reduce the likelihood of ghosting.

• Streamline the Hiring Process – Ensure your dental recruitment process is efficient. Long waits between interviews and offers can increase the chances of ghosting. A quicker process keeps ideal candidates interested.

• Showcase Your Employer Brand– Highlight what makes your dental practice a great place to work. Whether offering career development, a positive work environment, or promoting life balance, emphasising your practice’s strengths can keep candidates engaged.

• Set Expectations Early– Be upfront about the role, responsibilities, and workplace culture during interviews and discussions. Clear expectations from the start can help prevent misunderstandings that lead to ghosting later on.



Dealing with Ghosting When It Happens

Even with the best efforts, candidate ghosting may still occur. Here’s what you can do when it happens:

• Send a Follow-Up - If a candidate suddenly stops responding, send a polite follow-up email or message. There could be personal reasons for the delay.

• Know When to Move On - If there’s still no response after a reasonable follow-up, it’s time to move on. Keep the hiring process going to find the right candidate without unnecessary delays.

• Review Your Process- Pay attention to any patterns of ghosting. Are candidates dropping off at a particular stage? Evaluating your recruitment process might help reduce the likelihood of ghosting in the future.

Candidate ghosting can be frustrating, but practices can enhance their dental recruitment process by understanding why it happens and taking proactive steps. Clear communication, a strong employer brand, and an efficient dental recruitment strategy are key to keeping candidates engaged and minimising the risk of being ghosted.

At Lync Dental, we’ve nailed the processes to seamlessly connect you with the ideal candidates for your team. Partnering with us means taking the burden of dental recruitment off your shoulders, so you can focus on what truly matters—providing exceptional care and growing your practice.