If you’re hiring in Belgium for Marketing & Sales, Retail & Horeca, IT, or HR, you may have noticed a new trend: talented candidates dropping out without a word. “Ghosting” is no longer something that just happens on dating apps—today, it’s impacting recruitment and costing companies time and revenue.
Why do promising applicants suddenly disappear? And what can Belgian employers do to stop top talent from slipping through the cracks?
Here’s a practical guide built for Belgian hiring managers who want to fill vacancies faster, reduce no-shows, and build a better employer brand—especially in a competitive talent market.
Why candidate ghosting happens
With Belgium’s ongoing labour shortage and candidates juggling multiple offers, the hiring process has never been more competitive. Many companies invest weeks in sourcing, calling, and interviewing, only to be left waiting for candidates who simply vanish.
In our work with Belgian employers, we find ghosting stems from three main causes. The good news? They’re all fixable.
1. Lack of timely and clear communication
Why it happens: The #1 complaint from jobseekers is “I sent my application but never got a reply.” Or worse: “I completed two interviews and then…nothing.”
- Delayed or generic responses make candidates feel overlooked and frustrated.
- Confusing instructions leave applicants wondering who should take the next step—or if anyone is even reading their application.
- When employers are silent, candidates assume the worst and move on.
How to fix it:
- Acknowledge every application: Even an automated confirmation feels better than silence.
- Set expectations: Let candidates know the hiring process steps and expected timeline.
- Give updates, even if slow: If the process gets delayed, a quick email can make all the difference.
- Be reachable: Share a direct contact for candidates to ask questions or request feedback.
Template: Confirmation email (copy paste)
text
Hi [Name],
Thank you for your application for the [Job Title] role at [Company]. We appreciate your interest and will be reviewing applications throughout the next [timeframe]. You can expect to hear from us by [date]. If you have questions, feel free to reach out at [contact].
Best regards,
[Your hiring team]
2. Lack of transparency and clarity about the role
Why it happens: Many candidates ghost after learning that what’s on offer doesn’t match what was advertised, or after uncovering “surprises” late in the process.
- Vague job descriptions, unclear compensation, or undisclosed working conditions (like “hybrid” work that really means five days in-office) create disappointment.
- If benefits or flexibility are promised but not delivered, candidates withdraw trust—and their application.
How to fix it:
- Be precise and honest in your advertising: List concrete responsibilities, requirements, and compensation ranges. Avoid jargon.
- Clarify working conditions early: Is it remote, hybrid, or on-site? Be upfront about hours and flexibility.
- Outline the application journey: Let applicants know about interviews, tests, or case studies they may face.
Checklist: Transparent job ad
- Role responsibilities are clear and specific
- Requirements (Must-have/Nice-to-have) are distinguished
- Salary range and benefits are listed
- Location and working model (remote/hybrid/on-site) are specified
- Application steps/timeline are described
3. The hiring process is too slow or feels disorganized
Why it happens: In an age of rapid communication, talented applicants won’t wait weeks for feedback or third interviews.
- When processes drag on, candidates lose interest or accept speedier offers.
- Disorganized steps (lost CVs, mixed signals about next stages, rescheduled interviews) erode trust and brand reputation.
How to fix it:
- Streamline your steps: Cut unnecessary rounds, batch interviews where possible, and act quickly after meetings.
- Prepare internally: Make sure your hiring team agrees on process and criteria before opening the job.
- Send feedback fast: A prompt ‘no’ is far better than silence; a quick ‘yes’ can secure great talent before a competitor jumps in.
Bullet list: Speed up hiring
- Map out your process before launch (steps, roles, timelines)
- Use scheduling tools to avoid back-and-forth emails
- Assign a hiring “owner” who keeps everything on track
- If decision-making stalls, communicate transparently to candidates
Building better communication in Belgium’s hiring landscape
Belgian candidates value clarity, respect, and a touch of formality in business communication. A polite, transparent message—addressed to Meneer/Mevrouw or “Mr./Ms.” and tailored to the language region—can set your company apart. Don’t forget to send updates in Dutch, French, or English as appropriate, acknowledging the country’s cultural diversity.
Best practices:
- Use professional salutations until invited to do otherwise.
- Avoid vague or overly formal language—be polite but straight to the point.
- Offer feedback whenever possible—Belgian candidates especially appreciate it.
SEO keywords for attracting Belgian talent
When crafting your job ads or recruitment content, build in these high-impact keywords:
- hiring in Belgium
- candidate ghosting solutions
- recruitment Marketing & Sales Belgium
- IT jobs Belgium hiring
- Retail & Horeca recruitment
- HR talent Belgium
- improve candidate communication Belgium
- fast-track hiring Belgium
Conclusion: End ghosting and hire smarter
Ghosting is frustrating—but it’s not inevitable. With clear communication, transparent information, and a streamlined process, Belgian companies can engage and hire top candidates across Marketing, Retail, IT, and HR.
If you’re looking for a matchmaking partner who understands the local market and candidate mindset, turn to Workers.be. We help Belgium’s best companies connect with motivated, qualified talent—without the headaches of being ghosted again.
Ready to fill your open roles faster and more effectively? Discover how Workers.be can help you hire the right fit today.