This article examines new findings from a ResourceBank survey of 7,000 candidates aged 18–25, revealing how poor communication and lack of feedback are damaging not just candidate experience, but long-term trust in employers.
In an era where automation and artificial intelligence dominate the recruitment landscape, a recent survey by ResourceBank reveals a growing dissatisfaction among job applicants, particularly graduates, with the impersonal nature of the hiring process. The survey, which gathered responses from 7,000 job seekers between 18 and 25, highlights a critical issue: the lack of engagement, interaction and total lack of feedback in recruitment. Potential candidates are spending days preparing responses to job adverts and often receiving no response at all.
Richard Pearson, Chief Executive of ResourceBank commented
“Most senior executives would be appalled if they were aware of the unprofessional approach a lot of recruiters are taking. Automation of processes is not a new thing but covid acted as a catalyst for change and digital screening is now the norm for most entry levels roles. We should not use this as an excuse for poor candidate experience.”
Richard went on to say that utilisation of AI should enable a better candidate experience with acknowledgment of applications, indication of timescales, feedback from screening procedures and closure as a basic minimum.
58% poor or very poor communication.
A significant 34% of respondents to the ResourceBank survey rated the communication from companies they had applied to as ‘poor’ and 24% as ‘very poor.’ Only 14% felt they were ‘often’ informed about the status of their applications, while 39% said they ‘rarely’ received updates. Nearly 29% of participants reported they ‘never’ received feedback on their applications.
Henry's Story: A tale of frustration.
Henry, a recent graduate, shared his disheartening experience with the automated recruitment processes of big businesses.
“In an age of technology, where all it takes is a copy and paste to say if you have the job or not, it’s really demoralising for young people who go looking for jobs, to be ghosted with no response,” he said. Henry applied for 144 positions and heard back from only 4. “It’s not just about getting the job; it’s about feeling valued and respected during the process,” he added.
Henry’s story is not unique. Many graduates feel abandoned and unwanted, as they navigate a system that seems to prioritise efficiency over empathy. “Clearer communication or earlier transparency about the status of roles would have helped manage expectations better,” Henry noted. His experience underscores the emotional toll that impersonal recruitment processes can have on young job seekers.
Kaitlyn's Perspective: The need for basic courtesy.
Kaitlyn, another respondent, echoed Henry’s sentiments. “If you don’t want to hire me or even interview me, tell me. I don’t need your reasons why, but the bare minimum would be to let me know so I’m not waiting. DON’T GHOST!!!” she emphasised. Kaitlyn’s plea for basic courtesy and transparency highlights a fundamental issue in the current recruitment landscape.
The human cost of automation.
The survey results suggest that the over-reliance on automated systems in recruitment is alienating potential future customers. Graduates, who could become future leaders and valuable clients, are left feeling undervalued and ignored. Henry’s and Kaitlyn’s stories are just two examples of the broader dissatisfaction among young job seekers.
Why it matters.
Ignoring the human element in recruitment can have long-term repercussions. Graduates who feel mistreated during the application process are less likely to engage with these companies in the future, whether as employees or clients. Young workers could shun big businesses and rely more on their personal networks for job opportunities, further distancing themselves from large corporations. As one survey participant noted:
“Companies can improve communication with potential staff by ensuring timely, clear, and respectful updates throughout the recruitment process.”
Other research highlights a growing dissatisfaction among the younger generation in the UK with various aspects of society, including big businesses. Reports from The Children’s Society and King’s College London reveal that young people are increasingly unhappy with their life prospects, mental health, and the lack of meaningful engagement from societal institutions.
Financial strain and the perceived lack of future opportunities contribute to this discontent. This dissatisfaction is particularly pronounced among disadvantaged and marginalised groups, suggesting a need for more empathetic and inclusive approaches from large organisations.
The case for "High Tech, High Touch."
Just 17% of the survey responders were satisfied or very satisfied with the communication they received from employers. However, that 17% shows that it is possible for companies to provide a good level of feedback to candidates. This “higher touch” service is possible – and it’s a service that ResourceBank is successfully supplying to large companies including Daikin, World Duty Free and DHL Global Forwarding. It’s a balanced approach to recruitment, combining technology with personalised human interaction.
This “High Tech, High Touch” strategy ensures that while technology streamlines the process, human recruiters provide the necessary empathy and feedback that candidates crave.
Big businesses must rethink their recruitment strategies. By reintroducing human interaction into the process, they can build stronger relationships with candidates, enhance their employer brand, and ultimately attract and retain top talent.
The message is clear: it’s time to bring the human back into recruitment.
