Too many scams, too much ghosting, and artificial intelligence (AI) that’s out to get them—those are just a few perceptions making jobseekers frustrated. Not too many years ago, jobseekers were more confident in finding employment. And they didn’t hesitate to leave a job not exactly to their liking because they felt they could quickly find a better opportunity. But recent research shows that has changed. Why, and what should employers do about it?
Jobseekers’ Frustrations
In March and April, recruiting solutions provider Employ surveyed 1,500 U.S. adults who are working full-time or part-time or are actively seeking work. Those results reached a conclusion employers should find alarming: Trust in the hiring process is breaking down.
More than half of candidates surveyed say they’ve run into job postings they believe were scams. Over a third feel they’re being filtered out by AI, not human beings, and almost a third claim they’ve been ghosted.
The Employ research chronicles employee and jobseeker behavior over the last several years. Back in 2020 and 2021, people left their jobs in droves—a phenomenon dubbed the “Great Resignation.” But by mid-2023, hiring slowed and layoffs increased, leading more workers to join the “Great Stay.” Even though more workers were staying in their jobs, the Employ report says people remained open to new opportunities, and many were actively looking for their next job.
But this year’s report shows something new: Openness to new opportunities has dropped for the first time in three years (from 46% to 43%). And the share of jobseekers actively job hunting has fallen from 42% to just 35%. The Employ researchers call this trend the “Great Pause.” Candidates have gone from cautious to closed off.
The change shows how jobseekers are experiencing the job market, according to the Employ report. Researchers note it feels harder than ever to get a new job. The share of jobseekers who say finding a new job is “very difficult” has risen from 21% in 2025 to 30% in the 2026 report, and the share of jobseekers saying it’s “somewhat easy” or “very easy” to get a new job has declined.
Those looking for new roles also expect the search to be slow, according to the report. When asked how long they think it would take to land a new job, 37% of those surveyed in 2026 say one to three months compared with 41% who said one to three months in 2025. In 2026, 33% of those surveyed expect the search to last four to six months. That compares with 30% who said four to six months in 2025.
Employers Also Troubled
It’s not just jobseekers who are frustrated. Employers are also exasperated. An October 2025 blog entry from IT consulting and staffing firm W3R says economic uncertainty, lower workplace participation, and shifting candidate expectations are making talent scarce, even as employers have gained leverage.
Other problems include extended hiring timelines and an overreliance on AI tools that are being misused, along with ineffective interview techniques. All those things are slowing decisions and turning off candidates.
In a May 2025 blog post, recruiting services company Workwolf claims employers are using a broken hiring system. For example, most employers rely on résumés as the first candidate filter, but résumés are often exaggerated and hard to compare. They’re also often screened out by automated systems using irrelevant factors.
Workwolf also notes that the process often stretches to months. When it takes so long, top candidates get snapped up by faster competition. Bias, even the unconscious kind, also impedes the process, as preferences for certain names, schools, or backgrounds influence decisions.
Exploring Solutions
With so much distrust complicating the hiring process, employers are searching for solutions. The Employ research includes some suggestions:
- Give candidates a reason. Employers need to be specific about stability, growth, and team culture, noting that “vague enthusiasm” won’t entice a risk-averse candidate.
- Move faster. Speed communicates decisiveness to candidates and keeps them from losing confidence.
- Look inward. Employ says 51% of workers have already looked internally for a new role, so employers need to make those pathways visible and accessible to current employees.
- Reduce uncertainty. Make sure candidates understand timelines, steps, and expectations.
- Quality is more important than volume. Targeted outreach to well-matched candidates is more important than volume when dealing with risk-averse candidates.