The candidate experience in today’s hiring landscape is facing serious challenges. Reddit posts venting about frustrating recruitment processes are everywhere – and many are filled with abusive language toward recruiters.
From vanishing recruiters to endless interview rounds and vague job promises, the candidate experience today feels less like a professional journey and more like a game of chance. While the labor market has shifted dramatically in recent years, one constant remains: candidates crave transparency, respect, and a human touch.
But they’re not always getting it.
Ghosting: When Silence Says It All
Remember when not hearing back from a job application felt like a fluke? Today, it’s a feature—not a bug.
A 2023 survey by TopCV found that 48% of UK job seekers were ghosted after interviews. In the U.S., a Greenhouse report from 2024 showed that 52% of job seekers experienced ghosting mid-process. It’s become so prevalent that entire Reddit threads and LinkedIn posts are devoted to “ghost stories” from job seekers – some even after final interviews.
What’s driving this breakdown? In many cases, it’s volume: recruiters juggle dozens (or hundreds) of open roles. But candidates don’t see the workload – they just see the silence.
Takeaway for recruiters: You don’t need to craft a novel. A quick, respectful “Thanks but no thanks” message can leave a positive impression – and protect your employer brand. If time allows, a phone call is much better than an email – especially when rejecting a candidate at a later stage. Candidates remember recruiters who treated them with care, not just as applicants but as people.
Burnout: Interviewing as a Full-Time Job
If ghosting is the vanishing act, burnout is the slow burn.
Today’s job search can feel more demanding than the jobs themselves. Candidates report sitting through up to 6–8 rounds of interviews, completing multi-hour case studies, and enduring weeks-long delays between feedback. A report from PeopleScout found that 65% of candidates abandon recruitment processes due to poor experiences – burnout is real.
Behind the scenes, recruiters aren’t faring much better. In Ireland, a 2024 study found 33% of recruiters described themselves as heavily stressed, with burnout levels highest in large organizations. Recruiters are being pushed to move faster with fewer resources – yet expected to deliver a “white glove” experience.
Tip for recruiters: Streamline your process. Set expectations early, limit the number of rounds, and remember – speed is a competitive advantage. The quicker the process, the more clearly you can convey that “I love you” message.
Broken Promises: Trust is on the Line
Nothing damages trust like a broken promise. And job seekers have long memories.
According to a 2023 survey by Resume Builder, over one-third of hiring managers admitted to lying to candidates – often about job scope, salary, or growth opportunities. Candidates frequently accept roles that don’t match the advertised expectations, leading to early turnover and resentment.
Misalignment like this not only damages the recruiter’s credibility but also costs companies real money in churn and retraining. It’s not just a candidate problem – it’s a business problem.
Fix it: Radical honesty isn’t just ethical – it’s strategic. When recruiters present roles accurately, they attract candidates who stay longer and perform better. If the candidate stays longer and performs well, it reflects positively on your reputation and evaluation within the company.
What Candidates Want (and What Recruiters Can Actually Deliver)
Candidates don’t expect perfection. But they do expect professionalism. Based on recent surveys and real-world feedback, here’s what they value most:
- Clear timelines and updates (even if it’s a “no”)
- Feedback – short and sweet beats silence
- Realistic job previews
- Respect for their time (keep processes lean)
- Authenticity over spin
Recruiters who deliver on these simple expectations are the ones candidates remember – and recommend.
Rebuilding the Bridge
The recruiting process has always been about matchmaking. But somewhere along the way, automation, urgency, and corporate red tape dulled the human side of hiring.
It’s time to bring it back.
Ghosting, burnout, and broken promises may be the norm – but they don’t have to be your norm. Recruiters have the power to change the narrative, one honest message, one simplified process, and one genuine conversation at a time.
Your brand isn’t just what your company says. It’s what your candidates say when you’re not in the room.
See also:
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