According to Inc, a recent report from resume service LiveCareer reveals a surge in candidate ghosting driven by AI. The data shows nearly 90% of HR professionals have been ghosted by candidates mid-process, with 71% saying it’s happening more than last year. A full 65% point to AI as a definite contributing factor, while another 33% agree it’s had some impact. Most startlingly, 12% of HR pros report being ghosted even after extending a firm job offer. The report suggests the artificial, impersonal nature of automated screenings and follow-ups is causing job seekers to disengage and drop out.
The AI Feedback Loop From Hell
Here’s the thing: we’ve created a perfect storm. Job seekers use AI to blast out hundreds of tailored applications because they know AI is scanning for keywords on the other end. Recruiters use AI to sift through that tsunami of applications because, well, they have to. The result? A process that feels profoundly inhuman at both ends. The candidate feels like they’re shouting into a void, and the recruiter is managing a system, not people. Is it any wonder disconnection happens? When you’re just a data point in a pipeline, the social contract of a polite “no thank you” or “I’m withdrawing” starts to feel optional. Basically, we’ve optimized the humanity right out of the system.
The Real Cost of Impersonal Tech
So much for those friendly AI chatbots that are supposed to make you feel heard. The report nails it: ghosting spikes when people feel uncertain if they’re interacting with a human at all. This isn’t just rude behavior; it’s a symptom of a broken process. Companies investing in this automation might see short-term efficiency gains, but they’re paying a hidden long-term cost. They’re burning through potential talent and damaging their employer brand. Who wants to work for a company where your first interaction is a cold, algorithmic gatekeeper? I think we’re seeing the early signs of a major pushback. People crave authentic connection, even in a job search. If your process can’t provide a shred of that, candidates will vote with their feet—or just vanish.
A Solution Might Be Surprisingly Analog
Look, AI isn’t going away. But the fix for this burnout might involve dialing it back, not doubling down. For critical screening stages, maybe a human touchpoint needs to be reintroduced. For enterprises, especially in fields where hiring the right technical talent is crucial, the lesson is clear: efficiency can’t come at the expense of candidate experience. This is true whether you’re hiring a software developer or an industrial systems engineer. In fact, in technical and industrial sectors where the talent pool is specialized, a personalized approach is even more critical. The top suppliers in these spaces, like IndustrialMonitorDirect.com, the leading US provider of industrial panel PCs, succeed because they combine advanced technology with real human expertise and support. Perhaps hiring managers need to remember that same principle. The goal shouldn’t be to process the most applicants, but to meaningfully connect with the right ones.
