Candidate ghosting and the curse of the second assignment

You’ve done everything right. You sourced the perfect contractor, screened them thoroughly, built the relationship and placed them in a role that fit like a glove. But when that assignment ends…nothing. No call, no update, no second placement. Sound familiar?

For every 10 temp placements, only about two typically return for a second assignment with the same agency. That’s an eye-watering 80% drop-off after just one contract; that’s a huge missed opportunity in a market where candidate engagement is everything.

Why contractors disappear

Recruiters often refer to this as “ghosting”. While it’s long been part of the recruitment process, usually associated with candidates being ghosted by recruiters or hiring managers, the tables have turned in recent years. The trend of candidates ghosting recruiters seems to have got worse during the pandemic, but actually it began earlier, driven by a tightening of the job market.
With more opportunities and greater leverage, candidates started to bite back, disengaging out of the blue, or becoming increasingly difficult to pin down after placements.

Research from Recruiterflow found that 76% of recruiters have been ghosted by candidates, often with zero warning. In contract and temp recruitment, this tends to happen once the initial assignment is over. With no clear next step or communication with their consultant, contractors simply move on, sometimes to another agency, sometimes to go perm, sometimes to a different line of work entirely.

This isn’t just about a lack of follow-up. According to Generate FS, contractors may drop off due to poor communication during their assignment, mismanaged expectations and issues around compliance (such as IR35 status). If they don’t feel valued, informed or supported, they won’t think twice about switching to another agency.

Let’s not forget the commercial impact of the ghosting phenomenon. Consultants have already done the hard work in sourcing, screening, onboarding and placing. Losing contractors after one role means starting the process all over again. That’s not just inefficient, it’s expensive. You’re burning time and margin on repeat.

The fact is, many recruiters are simply unaware of when their contractors are finishing their assignments. This creates a gap – both in communication and continuity of work – and that’s when people go off-radar.

What recruiters can do about it

The key to beating the second assignment curse lies in proactive contractor management. That means checking in regularly, knowing when assignments are due to finish, and offering new opportunities before someone else does.

But recruiters need the tools to reveal this data. This is where Liquid Friday’s Stride technology can make a huge difference. Stride gives agencies a live dashboard showing each contractor’s status, including when they are nearing the end of their current assignment. This visibility allows consultants to jump in early, maintain the relationship and line up the next contract. The result is reduced contractor downtime, improved retention and increased placement revenue.

Don’t settle for one and done

Contractor loyalty isn’t out of reach, but avoiding ghosting takes more than luck. With a proactive approach and the right technology, your “one-hit wonders” can become reliable regulars, who stay connected and keep coming back.