Why 65% of Candidates Never Hear Back: The Hidden Crisis in Recruitment

65% of candidates say they rarely or never receive an update on their application.

When thousands of people apply for a position in a company, only 1% to 3% are selected. However, the irony is that our hiring system alienates the remaining 97% who were once keen to join the organization.

Why? Is the issue with recruiters' efficiency or the hiring architecture that is designed this way? The problem becomes even more acute when the employer's brand is not as strong as that of some of the large organizations.

Companies want every interaction to be pleasant with potential talent, so what are the constraints?

• Unknowns of the ATS algorithm - An ATS implemented 10 years back works as the most powerful decision maker. It may reject a candidate without any human intervention.
• Evolving roles - with the rapid change of the business environment, role definitions are evolving faster than ever. Often, recruiters must adapt to meet the business's changing needs.
• Position on hold - organizations are implementing AI and restructuring many roles & teams. An open role may go on hold for many reasons, including AI implementation.
• Bandwidth constraints - Recruiters work on many open positions simultaneously, and sometimes it is humanly impossible to give satisfactory answers to everyone.
• Administrative work - while recruiting is the core activity, it entails a lot of administrative work, such as compliance, reporting, follow-ups, scheduling.

This creates a critical bottleneck. Recruiters have limited bandwidth, forcing them to prioritize. While frustrating, it's unfair to expect a personal response if a profile is not an immediate priority.

So it's okay to ghost candidates? Absolutely NOT

Now we're equipped with AI, which not only automates the repetitive tasks but also provides critical insights. AI can help organizations create personalization at scale.

• Free up recruiters' bandwidth - Organizations need to build systems to automate administrative tasks, such as generating reports. Many recruiters still fill in the data in a Word file for management's review.
• Personalize the communication for applicants - Instead of sending a regret email, provide feedback on the specific parameter, such as skills, job role fit, education, or years of relevant experience. The current system leaves candidates guessing. Is your ATS equipped to provide this information?
• Enhance efficiency and experience - Use AI-powered tools that reduce manual effort, improve transparency, and deliver structured, bias-free communication. Upgrade candidate experience with personalization, speed, and convenience.

As Satya Nadella said, "AI is the most defining technology of our time." The future of recruitment lies in using it to build a transparent, respectful, and more efficient process.

What's the next step you'll take to transform your talent experience?