The “Ghosting” Epidemic: Why Candidates Walk Away and How to Stop It

Introduction

Candidate “ghosting”—when applicants stop responding during recruitment or after accepting an offer—has become a persistent challenge for employers in Singapore. The “Ghosting” Epidemic: Why Candidates Walk Away and How to Stop It explores why this happens and outlines practical steps employers can take to reduce drop-outs and protect hiring outcomes.

This article explains the problem, considers relevant Singapore legal and administrative requirements such as the Employment Act, Employment Agencies Act and Employment of Foreign Manpower Act (EFMA), and provides actionable guidance for employers and HR teams.

Who this applies to

This guidance is relevant to:

• Employers, HR teams and hiring managers in Singapore.
• Employment agencies and recruitment consultants operating under the Employment Agencies Act.
• Companies hiring locally and those recruiting foreign manpower (Employment Pass, S Pass, Work Permit) governed by MOM and the Employment of Foreign Manpower Act.
• SMEs and large enterprises concerned with onboarding, payroll (including CPF contributions), and compliance with IRAS, ACRA and workplace regulations.

Key rules and requirements in Singapore

While “ghosting” is fundamentally a behavioural and process issue, employers must remain compliant with several legal frameworks when responding:

• Employment Act: Ensure job terms, salary offers and contractual commitments comply with the Employment Act and related regulations for covered employees.
• Employment Agencies Act: Agencies must follow fair placement and engagement practices; employers using agencies should document agreements and fee terms.
• Employment of Foreign Manpower Act (EFMA) and MOM rules: For foreign hires, employers are responsible for permit applications (Employment Pass, S Pass, Work Permit), timely submissions, and ensuring offers align with MOM requirements.
• CPF Act and payroll obligations: Employers must be prepared for CPF contributions and statutory payments once employment begins; failure to pay can attract penalties and affect future hiring.
• IRAS and ACRA record-keeping: Maintain evidence of offers and communications; this assists with tax reporting, corporate records in ACRA BizFile+ and any dispute resolution.
• PDPA and POHA: Respect candidates’ personal data and privacy during recruitment communications and background checks.

Step-by-step process

To reduce candidate ghosting, follow a clear, documented recruitment and onboarding process that aligns with compliance requirements:

• Design transparent job adverts and shortlists: State key terms, expected salary band, work location and any eligibility requirements (e.g. pass status).
• Streamline communication: Set expectations about response windows, interview timelines and offer validity periods; use acknowledgement receipts for applications.
• Conduct timely interviews and decisions: Shorten time-to-offer where possible; lengthy delays increase the risk of candidates accepting other offers or disengaging.
• Make clear offers with conditional items documented: If the offer is subject to background checks, medicals, or MOM permit approval, state this explicitly including typical timelines.
• Follow up promptly and respectfully: Use multiple channels (email, phone, SMS) while complying with PDPA consent rules for contacting candidates.
• Secure acceptance and confirm start dates: Request written acceptance, signed contract or employment agreement and confirmation of any pre-employment checks.
• Prepare onboarding paperwork in advance: Issue IRAS and CPF forms, where relevant, and schedule orientation to reduce no-shows on day one.

Common mistakes to avoid

Employers often unintentionally encourage ghosting through poor process design or unclear communication. Avoid these errors:

• Poor timeline management: Delayed offers or inconsistent interview schedules.
• Lack of transparency on salary and benefits: Vague salary ranges or undisclosed benefits can reduce trust.
• Over-reliance on email only: Candidates may miss emails; complement with calls or SMS where appropriate and permitted.
• Ignoring candidate experience: Slow feedback, impolite interactions or opaque decisions lower engagement.
• Unclear conditionality: Not stating that an offer depends on MOM approvals, medicals or background checks creates surprise and friction.
• Insufficient verification of contact details: Incorrect phone numbers or email addresses increase communication failure.

Practical examples

Example 1 — Local hire with salary negotiation: A company extends an offer but delays written confirmation while negotiating internal approvals. The candidate accepts another role. Solution: provide a conditional written offer with an acceptance window and communicate expected approval timelines.

Example 2 — Foreign hire awaiting EP approval: An employer verbally offers a role to an overseas candidate, who then accepts another firm’s quicker start date while awaiting MOM Employment Pass outcome. Solution: explain MOM timelines upfront, lodge EP applications quickly, and consider offering interim remote onboarding steps to maintain engagement.

Example 3 — Mid-process silence: A candidate stops responding after a background check request. The cause can be perceived complexity or privacy concerns. Solution: explain what checks are required, obtain clear PDPA-compliant consent and guide candidates through each step.

How an experienced consultant can help

Working with an employment agency or immigration consultant can reduce the risk of ghosting by professionalising the candidate journey and ensuring compliance:

• Faster documentation and permit applications: Consultants can prepare Employment Pass, S Pass and Work Permit submissions with MOM-compliant supporting documents.
• Clear contracts and offers: Experienced advisers draft offers that set clear conditionality and timelines aligned with EFMA and Employment Act obligations.
• Candidate engagement and screening: Agencies improve candidate communications, verify contact details and conduct pre-offer checks that reduce surprises.
• Onboarding and payroll setup: Consultants advise on CPF, SDL and IRAS reporting, and help coordinate first-day logistics to prevent no-shows.

Little Big Employment Agency can assist with application, compliance and advisory support through the hiring lifecycle. For employers navigating permit rules, payroll obligations and recruitment best practice, professional guidance reduces risk and saves time.

Frequently Asked Questions

Q: Is ghosting a legal issue that employers can pursue?

A: In most cases, candidate ghosting is a contractual and operational issue rather than a criminal matter. If a candidate has signed a contract and then fails to start without notice, employers may have contractual remedies, but enforcement can be costly and disproportionate. Always check the specific contract terms and seek professional advice before taking action.

Q: Can employers withdraw an offer if a candidate ghosts them?

A: Yes, employers may withdraw offers if the offer letter includes clear conditions (such as expiry date or requirement for signed acceptance). Ensure any withdrawal complies with contract terms and is documented. For foreign hires, withdrawal may affect MOM submissions; consult an immigration specialist.

Q: How should employers handle candidates who accept verbally and then stop responding?

A: Convert verbal acceptances into written confirmations quickly. Use a short acceptance form or email that captures start date, salary, benefits and any conditions. Make candidates aware that written acceptance secures the offer.

Q: Are there privacy constraints when following up with candidates repeatedly?

A: Yes. Employers must comply with the Personal Data Protection Act (PDPA) and obtain necessary consents for processing contact details. Use reasonable frequency and permitted channels, and store communications securely.

Key takeaways

• Candidate ghosting is a process and communication issue that increases hiring costs and operational disruption.
• Reduce ghosting by shortening timelines, issuing clear written offers, and communicating conditionality transparently (including MOM permit timelines for foreign hires).
• Ensure compliance with Singapore laws—Employment Act, Employment Agencies Act, EFMA, CPF Act, IRAS and PDPA—throughout recruitment and onboarding.
• Use a documented, candidate-focused process: verify contacts, follow up promptly, and prepare onboarding paperwork in advance.
• Consider professional support from an experienced consultant to manage permits, contracts and candidate engagement, saving time and mitigating compliance risk.

Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.

If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].

Yours sincerely,
The editorial team at Little Big Employment Agency

Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.