The vanishing applicant: Uncovering aberrant antecedents to ghosting behaviour

Abstract Research suggests that both applicants and organizations may withdraw from the recruitment and selection process without notice. This behaviour, referred to as ‘ghosting’, is prevalent yet empirical research on this topic is unfortunately scarce. To gain greater clarity, the current study examines the antecedents of applicant ghosting behaviour, which we place within the nomological network of maladaptive workplace behaviour. Drawing on an interactionist framework, we examine the role of aberrant dispositional characteristics – the Dark Triad, self‐control and fear of missing out (FoMO) – in predicting applicant ghosting behaviour. We also draw on trait activation and conservation of resources theories to examine how the experience of being ghosted before moderates these relationships between aberrant dispositional characteristics and ghosting behaviour. Results from a two‐wave design suggest that psychopathy and FoMO positively predicted ghosting behaviour and being ghosted before moderated relationships between both (a) self‐control and ghosting behaviour and (b) FoMO and ghosting behaviour. Qualitative data suggest that perceived fit and interest, communication and ghosting norms, company culture and behaviour, and compensation and benefits were the primary reasons why applicants engage in ghosting behaviour. We discuss the theoretical and practical implications of these results and offer future research directions in this nascent field.