Why Great Candidates Ghost After Screening Calls

The Dual Purpose Problem

Your best candidate just ghosted. They seemed engaged on the call. They answered every question. They said they were excited about the role.

And then... nothing.

Here's what happened: You qualified them. You didn't sell them.

Screening calls have two jobs:

1. Assess whether the candidate is right for the role
2. Convince the candidate that the role is right for them

Most recruiters nail the first part and forget the second.

What AI Coaching Reveals

Here's what a typical screening call looks like through AI analysis:

Process Checks:
✓ Motivation explored
✓ Competency probed
⚠️ Salary discussed: partial
✗ Counter offer risk assessed
✗ Role sold effectively

See the pattern? Strong on qualification, weak on selling.

The candidate left knowing you'd assessed them thoroughly. They didn't leave knowing why this role, at this company, would change their career.

The Counter-Offer Blind Spot

Here's a conversation that happens constantly:

Recruiter: "Great, I'll set up a call with the hiring manager for next week." Candidate: "Sounds good!"

One week later

Candidate: "I've decided to stay at my current company. They matched the offer."

The counter-offer risk was there the whole time. It just wasn't discussed.

AI coaching flags this:

Area: Qualification Issue: Counter-offer risk not assessed Try saying: "If this moves forward and your current employer makes a counter-offer, how would you think about that?"

It feels awkward to ask. But it's far less awkward than losing a candidate after three rounds of interviews.

Selling Before You Understand

The opposite mistake is just as damaging: pitching the role before you understand what the candidate wants.

[04:30] Improvement - Selling

Recruiter started describing role benefits before understanding candidate priorities

Suggestion: Ask "What would need to be true for you to accept an offer here?" before selling

You can't tailor your pitch if you don't know what they care about. Is it compensation? Growth? Work-life balance? Remote flexibility? Mission?

The candidate will tell you — if you ask.

The Screening Framework

The best screening calls follow a pattern:

1. Motivation — Why are you looking? Why now? Why us?
2. Qualification — Do they have what it takes?
3. Tailored Pitch — Based on what you learned, why is this role perfect for them?
4. Next Steps — Specific, committed, with accountability on both sides

AI coaching checks whether you hit each stage:

Process Checks:
✓ Motivation explored
✓ Competency probed
✓ Salary discussed
✓ Notice period clarified
✓ Decision makers identified
✓ Counter offer risk assessed
✓ Role sold effectively

When all boxes are checked, candidates don't ghost. They show up.

Risks & Gaps to Watch

AI coaching surfaces what you might have missed:

• Blockers not surfaced (salary, location, notice period, competing offers)
• Motivation unclear or superficial
• Red flags not probed
• Candidate concerns left unaddressed
• Vague next steps without accountability

Each of these is a landmine. Miss one, and the candidate disappears.

Three Changes for Your Next Screening

1. Ask about counter-offers early — "If your current employer countered, how would you handle that?"

2. Understand before you pitch — "What would make this role a clear 'yes' for you?"

3. Secure real commitment — "I'll send calendar options for Thursday — can you confirm by end of day?"

Top talent is evaluating you as much as you're evaluating them. Make sure you're passing their test too.

Upload your last screening call and see what's costing you candidates.