Recruitment and Selection Processes

A recent study (undertaken by Greenhouse, in their 2026 Future of Hiring Report) has found that half of UK and Irish jobseekers have been “ghosted” after interviews.

The interview process is often the first part of your communication with a potential candidate – the opportunity to establish relationships, enhance your reputation, and gain trust through demonstrating a fair, thorough process.

However, it is so easy for those relationships to be damaged and your reputation to be tarnished if you do not follow up outcomes and decisions after interviews.

Many companies are turning to automated systems to support with their recruitment and selection, often relying on systems to carry out tasks such as shortlisting, inviting for interview, and sending decisions and outcomes. AI is now used increasingly by jobseekers as well as organisations – with 38% of jobseekers using AI to apply for jobs.

However, 47% of candidates report to receiving no response after their interview, with 81% being rejected without ever speaking to anyone from the company.

This trend may be more common amongst younger generations – 41% of Gen Z said they were always rejected without speaking to someone, compared with 31% of older generations.

Reputational damage

Failure to respond to applicants can show a lack of respect for candidate’s time, and is regarded as one of the elements most likely to damage your reputation.

What else needs to be considered?

Organisations should review their recruitment and selection processes to ensure these are positive, transparent and fair.

Starting with job adverts, and considering whether these expose you to any risks of discrimination (very often sex, disability and age discrimination) claims arise from job adverts.

The responsibility to make reasonable adjustments for any individuals covered by the Equality Act applies from the start of the recruitment process, and you should consider how you will accommodate adjustments that may be requested.

Individuals have the right to request any interview notes or selection documentation, and these must be obtained according to Data Protection and GDPR legislation.

Training your managers to understand their role in the interview process is essential.

Finally, making sure your processes incorporate elements such as following up with outcomes from interviews, communicating clearly with candidates, and ensuring this is followed through to induction for new starters is essential.

Unfair dismissal

With the upcoming changes to unfair dismissal legislation in January (decreasing to 6 months service instead of 2 years), it is vital that you keep accurate records, notes and details of any conversations relating to performance, concerns, support or conversations, as these will form your evidence should you be in the position of managing performance or terminating employment as part of probation.

If you need any support with any aspect of your recruitment, selection, probation or management processes, please contact us on team@hrprime.co.uk.