A third of Australians have been ‘ghosted’ going for a job

For many young people, breaking into the labour market is an ordeal. It’s nerve-wracking, there are new norms to navigate, and the process is unknown. 

A report released by Employment Hero found 1 in 3 Australians under 35 have been ghosted by employers, left without feedback after applying for jobs, or have applied for roles that don’t exist. For them, the process can feel extra disheartening. 

The report found that communication lapses and professional etiquette declines are affecting both ends of the labour market. While applicants face silence after interviews and rejections, hiring managers report similar difficulties with candidates failing to respond.

A lack of feedback following an unsuccessful application emerged as the most common complaint, cited by 41 per cent of surveyed Australians. 

The study showed that younger generations carry an outsized share of the burden. One in five respondents under 35 reported applying for positions that did not exist, compared with 11 per cent of applicants aged 35 and older.

David Holland, managing director of talent solutions at Employment Hero, said the findings indicate that traditional recruitment models are failing job seekers and businesses alike.

“Behind every ghosted application is a person trying to get a job and behind every slow process is a business trying to grow,” Holland said. “When recruitment breaks down, nobody wins: job seekers miss out on work they’d thrive in, and businesses lose the people they need.”

Holland added that early-career silence has a compounding psychological effect on young entrants.

“For young Australians especially, being ignored or chasing a job that never existed isn’t just frustrating. It knocks their confidence at the very start of their working lives,” he said.

Workplace futurist Kim Seeling Smith noted that the recruitment process has deteriorated into an administrative bottleneck, arguing that the deliberate application of artificial intelligence could restore professional communication.

“Somewhere along the way, we’ve lost the human connection in the job search process,” Seeling Smith said. 

“Too many are left waiting for responses or wondering where they stand. AI has the potential to turn this around by making recruitment more efficient and freeing people up to focus on what matters most. But it needs to be used thoughtfully, to enhance the human experience rather than replace it.”

Survey data indicated strong appetite among recruiters for automated assistance:

• 60 per cent want technology to help match suitable candidates
• 59 per cent want simplified screening and candidate shortlists
• 54 per cent seek shorter hiring turnarounds

Holland cautioned that while digital tools can handle logistical volume, hiring decisions must remain grounded in personal interaction.

“Technology should never be the thing that decides who gets a chance,” Holland said. 

“Used well, it takes the administration off hiring teams’ plates so they can do the human part properly: respond to every candidate, give real feedback, and make the call.”