The hiring process is one of the most human-centric aspects of running an organization—yet for many job seekers, it’s become one of the least humane experiences. Imagine pouring hours into crafting a thoughtful application or preparing for an interview, only to be met with silence. Unfortunately, this experience is not the exception; it’s the rule. A CareerBuilder survey found that 75% of applicants never hear back after applying, and 60% don’t receive feedback after interviews.
For leaders, this isn’t just a logistical oversight—it’s a cultural failing. The way we treat applicants speaks volumes about our organization. If we believe in fostering inclusive, empathetic workplaces, why should that commitment end with our current employees? Conscious leadership requires us to extend that same care and respect to job seekers, recognizing that they are partners in building the future of our organizations—even if they don’t ultimately join our team.
This problem is compounded by our reliance on automation. Roughly 75% of employers use Applicant Tracking Systems (ATS) to screen resumes. While ATS systems streamline hiring, they also introduce a cold, algorithm-driven barrier between employers and applicants. Many candidates never make it past this initial filter, let alone receive acknowledgment of their efforts. Additionally, the issue of “ghost jobs”—roles posted without any intention of being filled—has further eroded trust in the hiring process.
In 2024, as many as 22% of job postings fell into the category of ghost jobs, wasting candidates’ time and emotional energy.
Beyond its impact on job seekers, ghosting damages organizations in ways leaders often underestimate. Candidates share their experiences on platforms like LinkedIn, Glassdoor, and other public forums, shaping the perception of our brands. A lack of communication or transparency during the hiring process reflects poorly on organizational values, often driving away not just potential hires but also potential customers, partners, and advocates.
If we are to address this issue meaningfully, conscious leadership must guide the way.
Here’s how we can lead by example:
Commit to Communication: Every applicant deserves a response, even if they aren’t selected. Automated emails can be designed to feel personal and thoughtful, ensuring that candidates feel acknowledged. Silence is not acceptable—it’s a missed opportunity to foster goodwill.
Provide Feedback: While it may not be feasible to provide detailed feedback to every applicant, those who make it to the interview stage deserve constructive insights. A brief note on areas for improvement can help candidates grow and leave them with a positive impression of your organization.
Rethink Metrics: Stop prioritizing efficiency metrics like time-to-hire over the candidate experience. Instead, include measures like communication effectiveness and candidate satisfaction to evaluate your hiring process. These metrics reflect the human impact of your efforts.
Be Transparent About Roles: Avoid posting roles that are not genuinely open. If a position is on hold or exploratory, make that clear in the job posting. Transparency builds trust and reflects positively on your organization’s values.
Humanize Automation: Leverage technology to enhance human connection, not replace it. Use tools that simplify feedback processes or personalize rejection communications. Automation should support empathy, not diminish it.
Leadership isn’t only about decision-making at the executive level; it’s demonstrated in how we approach the details of our work. Every job applicant represents someone’s aspirations, time, and effort. Failing to recognize that, even in small ways, undermines the values we claim to uphold as leaders.
Ultimately, the way we treat job seekers reflects the culture we’re building within our organizations. If we are committed to fostering respect, empathy, and inclusion, those principles must extend beyond our employees to everyone who interacts with us—even briefly. A simple rejection email, a thoughtful piece of feedback, or an honest job posting can transform someone’s experience from frustrating to constructive.
Sources:
CareerBuilder. (n.d.). 75% of job seekers report never hearing back from employers.
Wall Street Journal. (2024). Ghost jobs: Why companies post jobs they don’t plan to fill.
Virtual Vocations. (n.d.). Not hearing back from employers during your job search? Here’s why.
Greenhouse. (2024). Analyzing the prevalence of ghost jobs in hiring practices.
HCI. (n.d.). Statistics to rethink your candidate experience—or ruin your brand.
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