Candidate Ghosting Prevention Kit

Keep candidates engaged from first application to first day, with the messages, the timing, and a tracker that flags who is drifting before you lose them. You set the standards once, log each candidate, and the workbook scores who is at risk so you can send the right message before they go quiet.

Three pieces that turn a drifting pipeline into one you can read at a glance

A Start Here sets the order, then the playbook gives you the system, the scripts give you the words, and the tracker tells you who needs a message today.

• The Playbook. The system in full: response standards by role, an engagement map from application to first day, the cadence that keeps people warm, a risk scorecard, and the checklists for each stage.
• Scripts and Templates. Ready-to-send wording for every moment, from application acknowledgment to offer and pre-start, with shorter variants written for hourly and field roles.
• The Tracker. One row per candidate with a risk score that flags who is drifting, a Candidate Pipeline tab, and a Dashboard, pre-filled with an Example Completed Version so the logic is clear before you type anything.

How to start in the next ten minutes

Open the worked example, load your real candidates, then let the Dashboard tell you who needs a message.

• See it working first. Open the Tracker and look at the Example Completed Version tab before you change anything.
• Load your pipeline. On the Candidate Pipeline tab, replace the example rows with your candidates and edit only the amber cells. The risk score fills in for you.
• Send and repeat. Send the matching script to the one or two candidates the Dashboard flags as at risk, then keep a standing ten-minute slot once or twice a week to update the tracker and clear the flags.

Who it is built for and where to go if that is not you

Built for

• A recruiter or talent team losing candidates between application and start, who wants a system that keeps people warm.
• A hiring manager at a small company doing their own recruiting, who needs the words and the timing without building them from scratch.
• An operator filling hourly or field roles where a slow reply loses the candidate to the next offer.

If you are looking for

• The plan for after they accept, through the first ninety days. The New Hire Onboarding and 30-60-90 Kit picks up there.
• The cost of roles that stay open too long. The Time to Fill Cost Calculator prices the delay.

Before you buy

What format is it and can I edit it?

Two PDFs to read and a tracker in Excel that also works in Google Sheets. Every script and field is yours to edit and keep.

Does it work for hourly and field roles?

Yes. The scripts include shorter variants for hourly and field hiring, where same-day replies and a reminder the day before an interview matter most.

Will it stop every candidate from ghosting?

No. It flags who is drifting and gives you the message to send, which is what you control. It does not promise every candidate will accept.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.

How the download works

Your files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at truestephr.com/pages/download-help.

Scope

This is a set of working tools and editable templates for running an HR process in a clear, consistent, and defensible way. It is not legal advice, and it is not a substitute for qualified counsel on your specific situation. Employment rules vary by jurisdiction and change over time, so have your policies and any individual decision reviewed against applicable law before you act on them.