Nightmare on Job Street: Exorcising Ghosts in Recruitment

Auckland, New Zealand, EMBARGOED 28 October, 2026 — In time for Halloween, new research reveals the true extent of “ghosting” in the New Zealand job seeker market – and it’s not just candidates being ghosted.

More than two in five (44 per cent) of the kiwi workforce say they have been ghosted while searching for a job, according to new Employment Hero research.

The findings highlight a job market haunted on both sides, providing wide-ranging insights into candidate ghosting and admin overload, the role of technology and the importance of cultural fit when hiring or applying for a job.

A haunting experience

The many forms of ghosting in the New Zealand employment market are highlighted by the research – from ghost jobs that never existed to being ghosted by potential employers during the recruitment process.

Key ghosting insights include:

Two fifths (40%) received little or no feedback after being unsuccessful for a role

A quarter (25%) applied for a role that had already been filled or no longer available

Around 1 in 10 (12%) applied for a “ghost” role that appeared to be fake or never open

Ghosting fears go both ways, with almost a quarter (23%) of kiwi hiring managers saying their biggest recruitment nightmare was being ghosted by a chosen candidate and having to start again.

A two-headed monster

The new findings come as both job seekers and employers face a range of recruitment nightmares, including record numbers of applicants applying for roles, outdated hiring systems and slow recruitment processes.

Neil Webster, Employment Hero General Manager New Zealand, says New Zealand’s recruitment challenge is a two-headed monster with candidates being ghosted while employers are overwhelmed with floods of candidates and unsuitable applications that are often AI-generated.

“Applicants are frustrated by long wait times while businesses find it hard to cope with the sheer number of applications. Add to this New Zealand’s highest unemployment level since 2015 and it creates intense pressure across the board.”

The Time Vampire: feeding on hiring admin

Drawn out and inefficient recruitment processes mean employers are missing out on potential candidates and top talent, with a fifth (20%) of job seekers losing interest in a role while waiting to hear back. Similarly, 17% of job seekers abandoned an application because the process took too long.

From a business perspective, almost half (47%) lose good candidates because their process moves too slowly and 46% agree they spend too much time reviewing applications and coordinating interviews.

Webster says better recruitment is about making the process work for both sides.

“Technology helps take some of that pressure off, freeing up time for the conversations and connections that matter because behind every application and vacancy is a person looking for the right fit.”

Slay the job interview nightmare

Webster points to technology like Employment Hero’s AI-powered Recruitment Agent, which helps employers screen applicants, assess credentials, and conduct two-way video interviews.

“It takes a good chunk of the administrative burden out of hiring and reduces screening time by up to 70% so employers can spend more time connecting with the people behind the CVs.”

The Recruitment Agent enables candidates to do interviews in their own time, with a seven day window to prepare and record. Candidates then record guided, question-by-question video responses.

“The key for candidates is to take their time and be specific – just like a face to face interview,” says Webster. “A candidate can even ask the Agent if they can start an answer again if they get muddled. It’s a very patient job interviewer.”

According to the research, technology that enhances the application process is key for the kiwi workforce:

Almost a third (32%) wanted technology to make applying for jobs faster and easier

Two in five (40%) wanted technology to match them with jobs they are genuinely suited to

37% wanted it to help them create a stronger application

For hiring managers, more than two thirds (67%) wanted technology to help them identify candidates who are a good fit for the role and their team, reduce time to find and hire the right person (56%) and make it easier to screen and shortlist people (58%).

Recruitment nightmares keeping us up at night

Cultural fit was top of mind for job seekers when asked about their biggest fear when finding or starting a new role.

Company culture not meeting expectations was the biggest fear for 37% of Kiwis, followed by a new role not having the flexibility that was promised (36%) and leaving a secure job only for the new one to fall through (36%).

Similarly, hiring managers were also mindful of cultural fit with over half (55%) saying hiring the wrong person for the role was the biggest recruitment nightmare – and a bad hire damaging team morale was a nightmare for 44%.