The long-standing issue of job candidates being left without a response after interviews appears to be nearing its end, as legislative bodies begin to intervene—especially targeting the rise of ghost jobs and lack of hiring transparency
Ontario’s New Mandate: Effective January 1, companies in Ontario employing at least 25 individuals will be required to notify job applicants of their status within 45 days following an interview. Furthermore, employers must disclose whether a position is actively being filled and if artificial intelligence is being utilized in the candidate screening and selection process.
Rationale and Consequences: According to Ontario’s Labor Minister, David Piccini, who introduced this legislation last year, providing feedback to job applicants is a matter of basic professional courtesy. Non-compliant employers could face substantial fines, potentially up to $100,000, though initial infractions are likely to result in warnings or lesser penalties, as noted by Toronto employment lawyer Daryn Jeffries.
A Push for Transparency: This legislative action is part of a broader movement to reform a hiring process widely perceived as flawed. It is anticipated to influence how companies advertise roles, manage their candidate pipelines, and integrate AI into recruitment. While proponents highlight the benefits of transparency, some employers express concerns about increased administrative burdens and associated costs.
The Scope of the Problem: A July workplace report from the hiring platform Greenhouse revealed that nearly two-thirds of U.S. job applicants receive no communication after an interview, with 27% reporting silence even after a final-round interview.
U.S. Legislative Efforts: Similar legislative initiatives are underway in the United States. A proposed bill in New Jersey, for instance, seeks to impose fines of up to US$5,000 on employers who repeatedly fail to provide interviewed candidates with a clear decision timeline. This bill also mandates the removal of job listings within two weeks of a role being filled and requires disclosure of “ghost jobs”—advertisements for positions that do not genuinely exist. However, New Jersey employers have voiced strong opposition, citing concerns over higher costs and practical difficulties, particularly for high-turnover sectors like retail and service industries, where a two-week removal window for listings could hinder rapid hiring. They also argue that fixed timelines do not accommodate the variable nature of hiring cycles.
Other State Initiatives: Beyond New Jersey, lawmakers in Kentucky and California have also introduced bills aimed at prohibiting ghost jobs. While the Kentucky bill did not advance, the California proposal is currently undergoing committee review.
Understanding “Ghosting”: Anessa Fike, an HR consultant, suggests that candidate “ghosting” often stems from overwhelmed and understaffed recruiting departments, many of which have experienced downsizing in recent years, leaving applicants without updates.
Prevalence of Ghost Jobs: Analysis from Greenhouse in December 2024 indicated that approximately one in five job listings on their platform were ghost jobs. In Canada, this figure was around 14% of job listings in the second quarter of 2025. Companies frequently maintain these listings to cultivate a readily available pool of candidates for future urgent hiring needs.
Reference: Financial Post
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