After emerging in the dating world, “catfishing” is now also being used to describe job candidates who, after going through several stages of the hiring process, disappear without a trace or, worse, don’t turn up to their first day on the job.

This kind of mysterious disappearance is increasingly common among young candidates, much to the dismay of employers.

For a long time, being let down at the last minute by a new recruit was one of the hazards in the fast-moving sectors of catering, construction, or personal services. But the practice of “career catfishing” is now becoming more widespread, driven by younger generations of workers.

Figures are few on this trend, but a recent CV Genius survey of 1,000 UK employees found that 34% of Generation Z and 24% of millennials have already left an employer high and dry. In the US, 29% of under-35s accepted a position before withdrawing at the last minute, according to a survey cited by Fortune magazine.

For some, it’s a way of testing the limits, while others justify their U-turn by a growing apprehension at the idea of joining a company that, in the end, no longer inspires their confidence. A recruitment process deemed too long or with red flags; remuneration which, on reflection, seems insufficient; lack of time; or basic apathy can be some of the reasons why some candidates disappear without warning.

Sceptics may see this as a fair response, as recruiters are not always great at giving applicants feedback. According to one survey conducted last year, 47% of recruiters admit to having left a candidate with no news on several occasions.

From ‘ghosted’ to ‘ghosts’

In this sense, career catfishing appears to reflect the reversal of the balance between supply and demand on the job market. Aware of their position of power, employees move from one professional opportunity to another, taking advantage of the abundance of offers and thus naturally reversing the balance of power with recruiters.

In other words, at the first opportunity, it can be tempting for the formerly “ghosted” to become the “ghosts”.

Nevertheless, it’s a risky gamble to leave a recruiter hanging at the last minute, especially in today’s fast-paced business world. The consultant you left in the lurch today could well become your future HR manager tomorrow – not to mention the fact that this kind of practice does nothing to counter clichés about young people in the workplace, who are often perceived as too demanding, unruly or even unmanageable by some.

That said, career catfishing is not a one-sided phenomenon: both candidates and recruiters have their share of responsibility. So it’s best to keep things transparent to avoid any misunderstandings; after all, a clear but polite refusal will always be better perceived than radio silence.