Ontario’s Anti-Ghosting Law and What It Means for Recruiters

Ontario is moving closer to introducing new rules that could hold recruiters and employers accountable for ghosting candidates. If passed, this law would make it mandatory for companies to provide updates to applicants instead of leaving them in the dark; a change that could significantly shift hiring practices across the province.

For employers, this signals a larger trend: candidate communication is no longer just about courtesy — it’s quickly becoming a matter of compliance.

Why This Matters for Recruiters and Employers

Ghosting has long been one of the top frustrations for job seekers. In fact, research shows that over 75% of candidates say they’ve been ghosted during the hiring process. With new legislation, organizations may need to adopt clearer timelines, improve recruitment processes, and rethink how they track applicant communication.

For recruiters, this means systems and tools will need to be more transparent. Candidate management platforms, CRMs, and even AI tools will need to be monitored for fairness and compliance.

What Employers Can Do Now

• Audit hiring processes — Review how candidates are tracked and communicated with.

• Review AI tools for fairness — Ensure they’re being used responsibly.

• Set clear expectations — Candidates should know when they’ll hear back.

The Bigger Picture

This shift reflects a growing emphasis on trust and accountability in hiring. It’s not just about filling roles — it’s about creating a positive candidate journey that builds long-term relationships with talent. Employers who adapt early will have a competitive advantage, both in compliance and reputation.