“Candidate ghosting” isn’t always a candidate problem. In high-volume hiring, it often happens when applicants aren’t sure
what’s next, timelines slip, or communication goes quiet. The fix is surprisingly straightforward:
build predictable touchpoints so candidates always know where they stand.
Below are seven touchpoints that improve trust, reduce drop-off, and make your process feel human—even at scale.
Touchpoint 1: Instant application confirmation (within minutes)
Let candidates know their application was received and what happens next.
Include: confirmation, expected timeline, and a support contact (or FAQ link).
Touchpoint 2: Timeline expectations (within 24 hours)
Set clear expectations: how long review typically takes and what the steps are.
Touchpoint 3: Screening invite (or next step) quickly
If a candidate meets basic criteria, move them into a structured screening step. Speed here matters: top candidates
have options and will disengage when processes drag.
Touchpoint 4: “You’re still in review” update (every 5–7 business days)
This is the #1 trust builder in high-volume pipelines. Even if there’s no decision yet, silence feels like rejection.
Touchpoint 5: Interview confirmation + preparation info
Confirm time, format, and what the interview will cover. Include who they’ll meet and what success looks like.
Touchpoint 6: Post-interview follow-up (within 24–48 hours)
Thank them, confirm next steps, and give a realistic decision window.
Touchpoint 7: Closure (yes or no) with clarity
Close the loop quickly. Candidates remember how you end. A clear, respectful close protects your employer brand.
A simple cadence you can adopt immediately
- Application confirmation: same day
- Timeline expectations: within 24 hours
- Review status update: every 5–7 business days
- Post-interview follow-up: within 48 hours
- Final closure: as soon as a decision is made
How Intervuze supports candidate communication at scale
Intervuze helps teams keep candidates informed by pairing structured screening workflows with consistent next steps,
so candidates aren’t left guessing and recruiters aren’t stuck manually sending updates.
