study<\/a> of 2,500 workers across the UK, US and Germany highlighted the prevalence of discrimination in the job market.<\/p>\nThese questions primarily involved age, gender or race.<\/p>\n
Specifically, 48% of candidates were asked questions about their age, 25% about their gender and 23% about their race.<\/p>\n
This rise in biased questioning, along with issues including hiring managers mispronouncing candidates’ names, is particularly affecting jobseekers from historically underrepresented groups.<\/p>\n
The report revealed that 74% of those in these groups have faced name mispronunciation, compared to 56% of other candidates.<\/p>\n
Danielle McConville, vice president of EMEA at Greenhouse, said:<\/p>\n
“The hiring landscape is riddled with systemic inefficiencies and a lack of consideration for the candidate experience.<\/p>\n
“Discriminatory practices, communication breakdowns and short-sighted strategies have become all too common.\u201d<\/p>\n
Stating that companies must understand how candidate experience significantly impacts talent acquisition, she added:<\/p>\n
“A business\u2019 ability to attract and retain top talent can be a determining factor of long-term organisational success.”<\/p>\n
‘Ghosting’ has also been a problem for jobseekers and it is only getting worse.<\/p>\n
61% of jobseekers have been ghosted after a job interview, marking a 19 percentage point increase since April 2024.<\/p>\n
This is particularly damaging to candidates who already face an incredibly selective hiring process.<\/p>\n
In addition to ghosting, \u2018ghost jobs\u2019 \u2013 positions that are posted without any real intention to hire \u2013 remain a significant issue.<\/p>\n
60% of jobseekers suspected they had encountered a ghost job, with 27% still applying despite their reservations.<\/p>\n
Greenhouse\u2019s internal data showed that 18-22% of roles posted on its platform in any given quarter were ghost jobs.<\/p>\n
This disillusionment with the hiring process was compounded by a rising number of scam and spam job listings.<\/p>\n
According to the report, 69% of jobseekers had encountered these deceptive listings.<\/p>\n
Jon Stross, president and co-founder of Greenhouse, said:<\/p>\n
\u201cThe data highlights a troubling reality \u2013 the job market has become more soul-crushing than ever.<\/p>\n
“Candidates are trapped in a cycle of despair and have no idea what\u2019s going on.\u201d<\/p>\n
He also pointed out the long-term effects of poor candidate experience, stating that \u201cevery unanswered email and every vanishing hiring manager isn\u2019t just a minor inconvenience to candidates, it\u2019s costly and can damage a company\u2019s reputation, making it harder to attract top talent in the long term\u201d.<\/p>\n
Another key finding was that jobseekers were frustrated with the lack of communication throughout the hiring process.<\/p>\n
84% said they were more likely to reapply to companies that took the time to provide feedback after an interview.<\/p>\n
Post-application ghosting is still a major issue, with the highest rates of ghosting occurring after initial conversations with recruiters (45%) and hiring managers (42%).<\/p>\n
Many candidates (33%) were willing to provide feedback on a company\u2019s hiring process but had never been asked.<\/p>\n
Lucy Fitzgerald, CEO and founder of Fitzgerald HR, said:<\/p>\n
\u201cIn this day and age, we simply cannot allow discriminatory practices to continue.”<\/p><\/blockquote>\n
“As HR professionals, it\u2019s our responsibility to ensure that hiring managers are properly trained to conduct interviews fairly and know exactly what questions are appropriate to ask.<\/p>\n
“Offering constructive feedback to candidates who take time out of their busy lives to go through our hiring processes is another crucial step.\u201d<\/p>\n
Fitzgerald added that these actions were not just about practicality but about respect.<\/p>\n
\u201cThese small gestures show appreciation, enhance our employer brand, and demonstrate a genuine commitment to treating candidates with respect.<\/p>\n
\u201cUltimately, this isn\u2019t just about having strategies in place \u2013 it\u2019s about making sure those strategies lead to real, positive change in the hiring experience.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"
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