Ghosting, AI, and Hiring Challenges: What Candidates Are Facing in 2025

The hiring landscape has never been more complex, or more filled with hiring challenges. While organisations are inundated with applications, candidates are struggling with a hiring process that often feels frustrating, impersonal, and unpredictable.

Between ghosting, unfilled ‘ghost jobs’, the rapid rise of AI-driven applications, and other hiring challenges. Candidates are feeling the pressure—79% of job seekers report heightened anxiety about today’s job market.

So, what’s driving these challenges? And more importantly, how can organisations improve the hiring experience while securing top talent efficiently and fairly? Let’s take a closer look at the state of hiring in 2025 and the steps employers can take to optimise their recruitment strategy.

THE RISE OF GHOSTING AND GHOST JOBS

Ghosting—when candidates never hear back after an interview or application—has surged in recent years.

61% of job seekers have been ghosted after a job interview, up nine percentage points since early 2024. (State of Job Hunting Report – Greenhouse)

Historically underrepresented candidates are impacted the most, with 66% reporting post-interview ghosting.

Why is this happening? Many employers are overwhelmed by AI-generated applications, with 38% of candidates now mass-applying for roles using AI tools. While this enables job seekers to apply more efficiently, it also floods recruitment teams with an unmanageable volume of applications—resulting in delays, inefficiencies, and increased candidate frustration.

At the same time, companies are also posting ‘ghost jobs’—roles advertised with no intent to hire. Nearly 60% of job seekers believe they’ve encountered a ghost job, and data suggests that 18–22% of job postings at any given time fall into this category.

For organisations aiming to build strong employer brands, consistent communication and transparency are essential. Failing to provide timely updates or leaving candidates in the dark can erode trust and make future hiring more difficult.

How employers can fix this?

✅ Implement structured and automated communication to keep candidates informed at every stage.

✅ Use skills-based assessments to filter qualified candidates quickly and objectively.

✅ Audit job postings to ensure open roles reflect actual hiring needs.

THE ROLE OF AI IN HIRING: THE GOOD, THE BAD, THE UNCERTAIN

Artificial intelligence is transforming recruitment, but not everyone is convinced it’s for the better.

91% of job seekers feel the job market is more competitive than ever.

57% believe AI is intensifying competition by making it easier for candidates to apply at scale.

15% of candidates oppose any AI involvement in hiring.

While some candidates appreciate AI-driven efficiencies—like automated screening for basic qualifications—others worry about bias, transparency, and fairness. Without clear communication about how AI is being used, applicants may feel disconnected or sceptical about hiring processes.

Best Practices for Using AI in Hiring

✔️ Be transparent: Clearly explain where and how AI is applied in recruitment.

✔️ Balance automation with human insight: AI can streamline application screening, but structured interviews and psychometric assessments provide a holistic view of candidate potential.

✔️ Use AI responsibly: Avoid over-reliance on algorithms without human oversight, which can lead to missed opportunities and bias.

WHY CANDIDATES STILL PRIORITISE DIVERSITY, EQUITY AND INCLUSION (D,E&I)

Despite shifts in public discourse, candidates still expect companies to prioritise DE&I in hiring.

53% of job seekers consider a company’s commitment to DE&I crucial when applying.

Among historically underrepresented candidates, this number has increased by 27 percentage points in the past year.

⚠️ Yet, 64% of candidates report experiencing discriminatory interview questions—with the most common issues related to age, race, and gender.

Structured interviewing and data-driven assessment tools can significantly reduce bias, ensuring fair and consistent hiring decisions. By focusing on skills and competencies rather than subjective judgments, organisations can create a more inclusive and equitable hiring process.

How Employers Can Strengthen DE&I Initiatives:

✅ Use structured interviews to ensure all candidates are evaluated consistently.

✅ Implement blind skills assessments to prioritise ability over background.

✅ Promote clear DE&I commitments in job descriptions to attract diverse applicants.

WHAT JOB SEEKERS WANT: 3 WAYS TO IMPROVE HIRING IN 2025

Job seekers have clear expectations for what makes an effective hiring process:

🔹 42% want better recruiter communication.

🔹 38% want help standing out in crowded applicant pools.

🔹 28% want more transparency about AI use in hiring.

Employers that address these concerns will attract and retain top talent while reducing time-to-hire and hiring costs.

Strategies for Improving the Candidate Experience

✔️ Implement automated communication workflows: Keep candidates updated throughout the hiring process.

✔️ Leverage structured assessments: Psychometric and skills-based assessments help identify high-potential candidates efficiently.

✔️ Make the process fairer and more transparent: Clearly communicate hiring expectations, AI usage, and next steps.

GET IN TOUCH

Testgrid provides science-backed assessments to help you hire the right people faster, fairer, and more effectively. Let’s chat about how we can support your recruitment goals.

If you want to talk to one of our experts about our tailored solutions, get in touch with our team here, or call 03 9040 1700 to learn more.