- 84% of jobseekers say their job applications are often ignored
- 39% of jobseekers are sending out over 20 applications per week
- 62% of jobseekers would be put off by a long application process
- 67% of hiring managers can identify the use of AI in a CV
- 70% of hiring managers have noticed an increase in applications, with 55% stating it’s slowed down hiring processes
- Hiring managers have also noticed a recent correlation between AI applications, and professionals ‘ghosting’ hiring managers mid-way through the recruitment process
84% of jobseekers in the Middle East feel that their job applications are being ignored – with 59% admitting that they now use AI to help with the job hunt process.
The survey findings – from global talent solutions business Robert Walters – reveals how the skyrocketing volume of job applications is leaving hiring managers overwhelmed, leading to longer response times and, ultimately, candidates being left in the dark.
Increased applications with automation tools
62% of jobseekers state that they would not apply to a role if it had a long application process – with a further 59% confirming they are utilising AI/automation tools in their job search. 16% state that they use AI regularly.
Consequently, 55% of hiring managers admit that this influx in applications has caused delays, with many prospective hires not meeting the basic criteria for the roles in question.
67% of hiring managers also claim they can spot when a candidate has used AI to create their CV or cover letter, mainly due to the impersonal language and perfect formatting, with 41% stating that a use of AI would negatively impact their opinion of the candidate.
The top cause for rejecting applications is a lack of relevant experience, with 44% of hiring managers citing it as their primary reason. In addition, 37% of employers manually review and manage applications in their applicant tracking systems (ATS), but the sheer volume has led to some qualified candidates slipping through the net and being overlooked.
Omer Zakaria, General Manager of Robert Walters Saudi Arabia, explains, “While AI can be helpful for quick applications, hiring managers value authenticity and a true reflection of a candidate’s experience. Many professionals believe tailoring their CV with AI improves their chances, but employers can often spot the language or overly polished formatting, which can actually work against them.”
Candidate ‘ghosting’ becoming more prevalent
The survey reveals that 39% of jobseekers send out over 20 job applications per week.
Zakaria adds: “This mass outreach can result in candidates missing key details of job postings or failing to tailor their applications to the role. In turn, employers are seeing a higher rate of applications that miss key experience or skills requirements.”
According to the Robert Walters hiring challenges report – released this month – there has been a correlation with the rise in AI usage in job application and the number of professionals who don’t see the hiring process through to the end. In other words, they ‘ghost’ the hiring manager.
Zakaria comments: “To improve candidate engagement and reduce ghosting, organisations should focus on creating a positive and transparent interview experience. This involves maintaining open communication throughout the process, providing timely feedback, and addressing any candidate concerns promptly.
“Additionally, emphasising company culture, values, and career opportunities can help attract and retain motivated candidates who are committed to the organisation’s long-term success.”
Zakaria tips for what interview questions to ask to combat professionals ghosting you during the hiring process:
- What makes you want to leave your current role? Demonstrates what a candidate is actually seeking and aids in emphasising the distinctiveness or superiority of your organisation.
- What could your current company change about your job, your team or their culture to keep you on their team? Helps you to identify if a candidate is really committed to changing jobs or is just bored/angry with their current situation. Candidates tend to stay with their current role when their employer offers a promotion, higher salary or more annual paid leave.
- What would have to happen for you to regret joining our company? Discover what applicants’ no-gos are and use them to decide whether the company’s processes and philosophy clash with them. This question also provides you with information on what you should pay attention to and what you should avoid so that your future employees are happy.
- What excites you most about this specific opportunity at our company, beyond just the job description? Provides insight into their research, interests and why they are motivated to work for your company.
