Lawmakers Address HR Ghosting with New Hiring Regulations

What's Happening?

Lawmakers in Ontario, Canada, have introduced new regulations aimed at curbing the practice of HR ghosting during the hiring process. Starting January 1, 2026, companies with at least 25 employees will be required to inform job applicants about the status of their candidacy within 45 days of a job interview. This move effectively bans businesses from ghosting candidates, a practice where applicants are left without feedback or updates after interviews. The law also targets 'ghost jobs,' where companies post job ads for positions they are not actively hiring for. Additionally, businesses must disclose if they are using artificial intelligence to screen and select candidates. Non-compliance with these regulations could result in fines up to $100,000 CAD (approximately $72,500 USD), although initial offenses may incur warnings or lesser fines.

Why It's Important?

The introduction of these regulations is significant as it addresses a common frustration among job seekers who often face uncertainty and lack of communication from potential employers. By mandating transparency in the hiring process, the law aims to create a more respectful and efficient job market. This could lead to improved candidate experiences and potentially reduce the time and resources wasted on unproductive job applications. For companies, adhering to these regulations may enhance their reputation and attract better talent. However, it also imposes additional administrative responsibilities, particularly for those using AI in recruitment, which could impact hiring practices and costs.

What's Next?

As the implementation date approaches, companies in Ontario will need to adjust their hiring processes to comply with the new regulations. This may involve revising communication protocols and ensuring that all job postings accurately reflect current hiring needs. Businesses using AI for candidate screening will need to be transparent about its use, which could lead to broader discussions about the role of technology in recruitment. The effectiveness of these regulations will likely be monitored closely, and their impact could influence similar legislative efforts in other regions, including the U.S., where HR ghosting is also a prevalent issue.