Ghosting in hospitality: “We’ll be in touch soon”… then silence. Why employers vanish, how to spot red flags and what interviews reveal.
The new normal of silence
In hospitality, a world defined by attention to detail, flawless service, and constant communication, ghosting might feel paradoxical. Yet, it has become an everyday reality for job seekers. You submit your CV, pass the interview, and then… nothing. No reply. No follow-up. Not even a simple “thank you.”
Research shows this is not rare. According to iHire, over 53% of candidates worldwide have experienced ghosting from employers, while other studies indicate that up to 40% receive no response even after an interview. In hospitality, where hiring often happens quickly and under pressure, ghosting is especially prevalent in frontline roles like reception, service, housekeeping, and F&B.
Silence, however, is never neutral.
Job postings as the first red flag
Many signs of ghosting appear before you even send your CV. A typical hospitality job posting might include phrases such as ‘dynamic environment’ “multiple roles,” “career growth opportunities,” or “competitive package (to be discussed)”, without clear mention of salary, schedule, contract type, or duration. This often signals that the company has not clearly defined the role or how they intend to communicate with candidates.
Repeated vague phrases are a warning not necessarily of bad intent, but of a lack of structured hiring processes. Where there’s no structure, ghosting becomes almost inevitable.
Interview experience: Observing beyond words
Interviews are more than Q&A. They are a window into culture. Observe how staff interact, the flow of the workplace, and the atmosphere. Teams that avoid eye contact or appear consistently stressed usually reflect the way candidates and employees are treated.
During the interview, body language speaks volumes. Recruiters who avoid giving a timeline, answer vaguely, or appear rushed often signal a forthcoming ghosting scenario. A vague “we’ll be in touch” is rarely a positive sign.
Questions to ask (and what to listen for)
Questions aren’t rude, but protective. Ask who will be your point of contact, what the next steps are, and when decisions are expected. Answers that remain vague or defer indefinitely (“we’ll see” or “once all interviews are complete”) usually indicate no structured process and a higher likelihood of silence.
ATS: The invisible side of ghosting & CV tailoring
Many hospitality businesses, especially hotel chains and resorts, use Applicant Tracking Systems (ATS) to filter CVs. These systems scan for keywords, structure, and specific formatting.
A CV can be rejected automatically without ever being seen by a human. For candidates, this feels like ghosting but it’s actually a silent automated rejection.
Pro Tip: Tailor your CV for each application. You don’t need to rewrite it entirely, but adjust titles, skills, and experience to reflect the language of the posting and include relevant keywords. This ensures your CV reaches human eyes.
Pay transparency & EU legislation
New EU directives on pay transparency require employers to include salary ranges or starting pay in job postings and before interviews. Moreover, asking candidates about their previous salary is strictly prohibited.
If asked, “How much did you earn in your previous role?”, it’s illegal. The goal is to ensure fair access to compensation and foster transparency.
Red flags cheat sheet: Job postings & interviews
Job Posting Red Flags:
“Dynamic environment—no boundaries”
“Immediate hire” with no defined stages
“Details to be discussed” (salary or benefits)
“Flexible” or “multiple roles”
“Looking for passionate/self-starters”
“Growth opportunities” without examples
“All applications will be considered”
Interview Red Flags:
“We’ll see…” / “Later” / “Once all interviews are complete”
“We’re not clear yet, who will be the point of contact”
“Hours and responsibilities will be determined later”
“We’ll discuss compensation if you move forward”
“The team adapts constantly”
Tip:Not just words, but how they’re said matters. Hesitant, vague, or evasive responses are a strong warning sign.
Pre-application checklist
Before submitting your application, quickly check:
1. Is the role and department clearly defined?
2. Is there a salary range?
3. Are the requirements realistic for the working hours?
4. Does your CV include keywords from the job posting (ATS-friendly)?
5. Have you checked the company on LinkedIn, Glassdoor or Indeed for employee reviews?
This simple checklist can significantly reduce the chances of ending up ghosted.
Mini guide: Following up after an interview
If you hear nothing:
Wait 5–7 days past the promised contact date.
Send a polite, concise email reminding them of your interview, showing interest, and requesting an update.
If no reply, a LinkedIn message to the recruiter or direct manager can be appropriate.
A professional follow-up demonstrates initiative without appearing pushy.
Silence as Insight
Ghosting is not always personal, but it is always telling about culture, processes, and respect. In hospitality, where experience is everything, the way a company treats candidates often reflects how it treats its employees.
Ultimately, ghosting may not just be something to avoid, it’s something to read, interpret, and learn from.
