Inc.com reports that many Gen Z job applications may never reach a human, and that ghost jobs and automated hiring are making the search feel cold and confusing.
If you run hiring, that's a candidate experience problem, whether or not you built the system.
Here's what I'd do this week. Apply to your own open roles. Time how long it takes for a person to respond. Find the point where a human first sees an application, and note what a candidate hears if the answer is no.
Good hires start with connection. If the first contact is silence, you lose people before the first interview.
Check your open reqs too. If a role isn't really open, take it down. A posting nobody is hiring for costs you trust.
Then add some discipline. Set a response standard, give it an owner, and review it every month. Small, consistent effort beats a big apology later.
Responding to Gen Z Is Staring Into the Void. Their Job Applications May Never Reach a Human, Inc.com