Imagine a scenario where a highly qualified candidate, eager to apply for their dream job, starts the application process but abandons it halfway due to frustration. This is not ideal as employers strive to attract top talent.
Research from Clarify Capital shows that 60% of Gen Z job seekers quit applications midway because they are too lengthy, costly, or emotionally taxing. The current hiring landscape is troubling. Although 77% of Americans searched for jobs last year, only about 49% received offers. For Gen Z, who are actively job hunting (86% of them), the situation is worse: only 18% secured jobs, with most searches ending in disappointment.
Michael Baynes, co-founder and CEO of Clarify Capital, notes that Gen Z grew up believing hard work and credentials would open doors, but the reality is a challenging job market filled with ghost jobs and algorithmic rejections. This leads to burnout before employment.
Factors driving candidates away include applications that require both resume uploads and manual data entry, prolonged interview processes, and silence from potential employers.
Sam DeMase, ZipRecruiter’s career expert, urges companies to eliminate lengthy application portals and ensure applications take less than 10 minutes.
The research indicates that unemployed Americans spend 9 hours a week job hunting, while employed ones dedicate 5 hours weekly. Gen Z, on average, applies for 10 jobs per search, spending 10 hours weekly when unemployed. With 87% lacking savings, each rejection affects them both emotionally and financially.
Jason Leverant, president and COO at AtWork, points out that nearly half of applicants abandon applications due to stress or complexity, highlighting that hiring processes still cater more to employers than applicants.
The emotional toll is significant for younger workers. While half of all job seekers find the process emotionally stressful, 60% of Gen Z experiences stress, compared to 40% of boomers.
Vrijen Attawar, co-founder and CEO of Careerspan, stresses that the current system wastes human potential and affects mental health, ultimately failing employers too.
Experts suggest improving the application process by:
– Moving quickly: Leverant emphasizes fast follow-up with applicants to show respect and appreciation for their interest.
– Being transparent: DeMase advocates for clarity on salary, number of interview rounds, questions, and timelines.
– Humanizing the process: Attawar mentions that reducing candidates to resumes means employers miss out on great talent.
– Reducing tech reliance: DeMase warns against solely using AI to screen resumes, as it may overlook qualified candidates.
With unemployment in the low 4% range, employers can’t afford to deter candidates with complicated applications. Leverant stresses that applying for a job should feel like the start of a partnership, not more work.