Rethinking recruitment

For many people, job applications cause stress rather than excitement. This is confirmed by specific figures from the study:

• 46% fear another rejection.

• 56% consider the interview to be the biggest hurdle.

• Among young people (aged 16–20), this figure rises to 75%.

• 81% of 30- to 50-year-olds have already experienced ghosting.

• 30% find the entire application process too slow.

These data clearly show that the traditional recruiting process creates barriers instead of facilitating entry.

Job applications are always a form of personal presentation. The fear of rejection is therefore a key factor. This is particularly true:

• if applicants have already had bad experiences,

• if feedback was lacking,

• if rejections were impersonal or unclear,

• if they have already applied unsuccessfully several times.

The influence of ghosting

Ghosting—i.e., the absence of any feedback—has a strong demotivating effect. It conveys:

• a lack of appreciation

• a lack of professionalism

• uncertainty about the process

81% of respondents have experienced ghosting—an alarming signal for companies.

Many applicants fail not because of a lack of qualifications, but because of a process that is unnecessarily difficult. Common obstacles:

• Too many steps

• Long waiting times

• Unclear communication

• Complicated interview structures

• Tests unrelated to the role

• Application systems with too many mandatory fields

The result

Applicants drop out—often before the first interview. Every additional hurdle lowers the conversion rate.

For more than half (56%), interviews are the most difficult part of the process. Reasons:

• Unstructured conversations

• Inappropriate questions

• Lack of feedback

• Lack of preparation on the part of the interviewers

• Multiple rounds without added value

Among young people (aged 16–20), stress levels are as high as 75%. This is a generation that already has inhibitions about formal processes.

What companies need to learn from this

Interviews must be:

• clearly structured

• time-efficient

• transparent

• appreciative

• predictable.

The study reveals one of the clearest recruiting levers:

• 27% of people would “definitely” apply if they were actively contacted.

• Another 40% would at least seriously consider it.

However, only 4 out of 10 were ever approached.

Why active sourcing works

• It bypasses the hurdle of self-application.

• Candidates feel valued.

• It creates a low-threshold entry point.

• It significantly expands the talent pool.

Why many companies still do too little sourcing

• Lack of capacity

• Lack of tools

• Lack of expertise

• False expectations (“We'll wait until someone applies.”)

But the reality is clear:

Those who do not actively source today will lose talent to competitors.

Recruiting in 2025 is no longer an “administrative process” but a sales process: companies have to apply – not the other way around. Here are the key success factors:

1. Transparent processes

Applicants need to know:

• How many steps are there?

• How long does it take?

• Who makes the decision?

• What can I expect in the interview?

Transparency reduces uncertainty and increases conversion.

2. Speed as a competitive advantage

30% of applicants drop out because processes take too long. Recommendation:

• Initial contact within 48 hours

• Interview within 7 days

• Decision within 10–14 days

3. Modern interview formats

Interviews should:

• Be clearly structured

• Focus on relevant skills

• Not contain unprofessional stress questions

• Present the value contribution of the role

4. Appreciative communication – no ghosting

Ghosting massively damages the employer brand. Rule:

Every contact ends with feedback. Always.

5. Active sourcing as a core function of recruiting

Not an add-on, but standard practice. Successful companies:

• identify target groups

• proactively approach talent

• build talent pools

• cultivate long-term relationships

6. Reduced application effort

An application process should not take longer than 5–10 minutes. Remove:

• CV upload + automatically read out required skills

• Remove cover letters

• Remove unnecessary mandatory fields

Example 1 – Shortened process in tech recruiting

A company reduces the application process to three steps: Sourcing → Short interview → Technical discussion. Result: Twice as many hires in half the time.

Example 2 – Feedback culture in healthcare

An employer introduces mandatory feedback times. Result: applicant satisfaction +38%.

Example 3 – Active sourcing in medium-sized businesses

A company fills 70% of its positions through direct contact – instead of job portals.

Why is a job advertisement no longer sufficient today?

Because most qualified talent is not actively looking.

How fast should a recruiting process be?

Ideally, 10–14 days from application to decision.

Should companies approach young candidates differently?

Yes—young target groups find formal processes particularly stressful.

How important is active sourcing?

It is one of the most powerful levers for successful recruitment.

Recruiting must be active, fast, and applicant-oriented

The job market has turned around: companies must do more to attract talent. Those who break down barriers, conduct interviews professionally, and use active sourcing strategically fill positions faster, better, and more sustainably.