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Original 2026-01-01

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1 The job search process in 2025 is more complex and challenging than ever before. Job seekers across all generations-Gen Z, Millennials, Gen X, and Baby Boomers-are navigating a hiring landscape filled with uncertainty, frustration, and a growing lack of trust in employers.

2 From struggles with securing interviews through traditional job boards to the rise of ghost hiring and unclear compensation structures, applicants face significant obstacles in their search for meaningful employment.

3 This report presents data from individuals who have actively searched for a job in the past six months, providing key insights into their experiences, concerns, and expectations for the hiring process.

4 The findings of this report are structured around several critical themes that impact job seekers today: the effectiveness of job boards, employer transparency, ghost hiring, the interview process, qualifications and compensation, and the role of social media in job searching.

5 By analyzing responses to these topics, we uncover widespread dissatisfaction with traditional job-seeking methods, concerns over fairness in hiring, and a strong demand for better communication from employers. Additionally, the data highlights generational differences in job search strategies, preferred hiring practices, and how applicants evaluate potential employers.

6 For organizations and hiring managers, this report serves as a valuable resource for improving the job search experience and enhancing company reputation. As competition for top talent continues to grow, employers who prioritize transparency, efficiency, and fairness in their hiring practices will stand out in a crowded job market.

7 This report offers actionable insights to help organizations rethink their hiring strategies and better align with the expectations of today’s job seekers.

8 Before we get into the summary of key findings, let’s take a look at the age groups of each generation surveyed:

9 <ul><li>Baby Boomers: 61-78 years old</li>

10 <li>Gen X: 45-60 years old</li>

11 <li>Millennials: 29-44 years old</li>

12 <li>Gen Z: 18-28 years old</li>

13 </ul><ul><li>67% of all respondents believecompanies are not being honestabout true hiring intentions.</li>

14 <li>Only 22% of all respondents say that thejob search process is transparent and fairin today's market.</li>

15 <li>66% of all respondents haveexperienced ghost hiring.</li>

16 <li>83% of all respondents sayghost hiring causes an extreme lack of trustbetween applicant and employer.</li>

17 <li>61% of all respondents say that apersonal connection is paramountwhen it comes to landing a job interview after submitting an application.</li>

18 <li>48% of all respondents saysocial media platforms have provided helpful tipsfor the interview process.</li>

19 <li>49% of all respondents say they'llavoid applying to a company againif they do not feel as though communication was good enough when applying the first time.</li>

20 <li>Only 35% of all respondents believe thatcompensation aligns well with qualifications and experiencewhen applying for jobs.</li>

21 <li>51% of all respondents said that hiring managers make itdifficult to understand compensation/payfor open job listings.</li>

22 <li>62% of all respondents say alack of feedback from hiring companies causes confidence issuesduring the job search process.</li>

23 <li>58% of respondents believe that it isimpossible to land an interview or get a responsethrough traditional job boards/job search websites</li>

24 <li>47% of all respondents said they'daccept a lower starting salaryif they thought the hiring company treated the hiring process with respect and communicated extremely well.</li>

25 <li>46% of all respondents saysocial media has helped them discover job listingsthat wouldn't have been available on traditional job boards/websites.</li>

26 </ul>The job search process in America has become increasingly frustrating, opaque, and mentally taxing for applicants across all generations. A broad dissatisfaction with traditional job application methods, particularly job boards and online postings, has left many job seekers feeling discouraged, uncertain, and skeptical of employer hiring practices.

27 The data from this survey reveals that a majority of job seekers feel that landing an interview, receiving clear hiring information, and obtaining feedback remain major challenges in 2025.

28 To start, more thanhalf of all respondents (58%)report that securing an interview or even a response through traditional job boards feels nearly impossible.Gen Z (59%) and Millennials (57%)struggle the most, whileGen X (59%) and Baby Boomers (56%)share similar frustrations. Thiswidespread dissatisfaction suggests that job seekers are shifting away from online job postings and instead relying more on networking, referrals, and social mediato find employment opportunities.

29 <h2>Are Americans truly struggling to find work using traditional job boards?</h2>

30 *Data from Checkr proprietary survey of 3,000 American job seekers

31 A staggering67% of job seekersbelieve that companies are not transparent about their true hiring intentions, making it difficult to allocate time toward viable opportunities.Gen Z, Millennials, and Gen X all report frustration at similar levels (67-69%),while Baby Boomers (63%) feel slightly less impacted.

32 With only12% of respondents disagreeingwith this statement, the data clearly showsa severe lack of trust in employer hiring practices. Applicants are left guessing whether a position is truly available or whether they are wasting time applying for roles that may not even be actively filled.

33 Additionally, more thanhalf of all job seekers (52%)feel that the job search process lacksfairness and transparency, withGen X (57%) and Baby Boomers (52%)expressing the most dissatisfaction. Millennials (50%) and Gen Z (49%) are also critical, indicating that across all generations, applicants do not believe they are being evaluated in a clear or equitable manner.

34 Next, a lack of communication from employers is not just an inconvenience but a significant source of stress for job seekers.62% of respondentsreport that a lack of feedback after applying for jobs has negatively impacted theirconfidence and mental health.Millennials (65%) and Gen Z (66%)report the highest emotional toll, whileBaby Boomers (56%)are slightly less affected.

35 Withonly 18% stating that employer silence does not impact them,this data highlights the emotional burden of job searching and the critical need for more responsive hiring practices.

36 Overall, job seekers across all generations face difficulty securing interviews, distrust employers’ hiring practices, and struggle with the emotional toll of repeated job application silence. The data strongly suggests that companies should prioritize better communication, increased transparency, and more equitable hiring processes to rebuild trust with applicants and improve the overall job search experience.

37 One of the most frustrating and trust-eroding aspects of job searching in 2025 is the widespread practice of “ghost hiring”-where companies keep job postings active despite<a>having no intention of filling the positions. </a>

38 This practice leads to wasted time, mounting frustration, and a loss of trust in employers, making the job search process even more difficult for applicants across all generations. The data from this survey highlights just how damaging ghost hiring has become, with job seekers struggling to navigate misleading postings and unresponsive companies.

39 A staggering66% of job seekersreport applying for jobs that appeared open but were later found to be inactive, proving that ghost hiring is awidespread and systemicproblem.Gen Z (73%) and Millennials (73%)report experiencing this deceptive practice the most, whileBaby Boomers (53%)are the least affected. Additionally,uncertainty is highest among older job seekers-with23% of Baby Boomers and 18% of Gen X respondents unsurewhether they encountered ghost hiring-suggesting that younger job seekers are more attuned to the issue.

40 <h2>Are American job seekers applying for job openings that don't actually exist?</h2>

41 *Data from Checkr proprietary survey of 3,000 American job seekers

42 Employers’ lack of transparency regarding their hiring intentions has led toan overwhelming breakdown of trustbetween companies and job seekers.83% of all respondents (agree or strongly agree)say that ghost hiring has createdan extreme lack of trust, making applicants increasingly skeptical of job postings.

43 Gen X (85%) and Baby Boomers (84%)are the most distrustful of companies engaging in this practice, thoughGen Z (81%) and Millennials (83%)also share this sentiment. Withonly 4% of respondents disagreeing, it is clear that nearly all job seekers feel negatively impacted by ghost hiring.

44 Additionally, job seekers are not just frustrated-they are activelylosing interest in applying to companies that fail to communicate. Nearlyhalf of all respondents (49%)say they willnever apply to a company again if it fails to update them on their application status.

45 Millennials (51%) and Gen Z (50%)are the most likely toboycott unresponsive employers, whileBaby Boomers (46%)are slightly more forgiving. Interestingly,30% of respondents remain neutral, indicating that while some job seekers are frustrated, they may feel they have no choice but to continue applying despite poor communication.

46 As nearly two-thirds of job seekers report encountering ghost hiring, it is clear that employers must prioritize transparency, close inactive job listings, and communicate more effectively to rebuild trust with job seekers. Without change, companies risk losing top talent simply because job seekers no longer trust the legitimacy of their hiring process.

47 This section highlights how job seekers perceive today’s interview landscape and the challenges they face when navigating the hiring process.

48 To begin, amajority of job seekers (61%)believe that landing a real, in-person interviewwithout a personal connection to the companyis nearly impossible.Gen X (64%) and Baby Boomers (61%)are the most likely to emphasize the need for networking, whileMillennials (61%) and Gen Z (57%)also report struggling to secure interviews solely through job applications.

49 Only 19% of respondents feel confidentthat a job application alone can lead to an interview, reinforcing theheavy reliance on personal connections rather than an applicant’s qualifications alone.

50 <h2>Are job seekers struggling to land interviews without a personal connection?</h2>

51 *Data from Checkr proprietary survey of 3,000 American job seekers

52 Next, a significant63% of respondents believe that employers are not transparentabout what to expect during the interview process, including thenumber of interview rounds, required projects, and evaluation criteria.Gen X (64%) and Millennials (64%)express the most frustration with unclear hiring processes, thoughGen Z (62%) and Baby Boomers (61%)also struggle with this issue. Withonly 12% disagreeing, it’s clear that job seekerswant and expect more clarity from employersregarding hiring timelines and expectations.

53 Next, a significant63% of respondents believe that employers are not transparentabout what to expect during the interview process, including thenumber of interview rounds, required projects, and evaluation criteria.Gen X (64%) and Millennials (64%)express the most frustration with unclear hiring processes, thoughGen Z (62%) and Baby Boomers (61%)also struggle with this issue. Withonly 12% disagreeing, it’s clear that job seekerswant and expect more clarity from employersregarding hiring timelines and expectations.

54 Overall, the interview process in 2025 could be seen as unclear, exhausting, and reliant on personal connections rather than merit alone. Job seekers across generations struggle with vague hiring processes, excessive interview steps, and a lack of transparency that makes securing employment even more difficult.

55 To improve the candidate experience, companies should work to streamline their interview processes, set clear expectations, and ensure fair and accessible hiring practices that focus on qualifications rather than networking advantages.

56 In 2025, job seekers are increasingly dissatisfied with how employers align compensation with qualifications, transparency in pay structures, and overall fairness in hiring practices. The data shows that many applicants feel underpaid for their skills and experience, struggle to obtain clear salary information, and-despite these concerns-are sometimes willing to accept lower salaries if employers demonstrate respect, transparency, and clear communication.

57 Only35% of job seekersbelieve that employer compensationadequately aligns with job requirements and experience, while34% outright disagree, signaling significant frustration with pay structures.Older generations (Gen X 33%, Baby Boomers 33%)are the most skeptical, whileGen Z (38%) and Millennials (38%)are slightly more optimistic.

58 This data suggests that many workers feel undervalued, particularly those with more experience, who may expect better compensation for their expertise.

59 More thanhalf of all respondents (52%)report thathiring managers fail to clearly communicate salary details in job listings, making it difficult for job seekers togauge the true value of an opportunitybefore applying.

60 Gen X (53%) and Baby Boomers (51%)are the most frustrated by the lack of clarity, whileMillennials (53%) and Gen Z (49%)also express concerns. Withonly 22% of respondents believing pay details are clearly communicated, the data suggests thatunclear compensation structures are a widespread issuethat hinders job seekers’ ability to make informed decisions.

61 While compensation is a critical factor in job decisions,47% of job seekerssay they wouldaccept a lower starting salary if the hiring process was conducted with respect, transparency, and clear communication.Gen Z (50%) and Millennials (51%)are the most willing to make this trade-off, whereasGen X (43%) and Baby Boomers (46%)are slightly more hesitant.

62 <h2>Does the interview process impact a job seeker's desired starting salary?</h2>

63 *Data from Checkr proprietary survey of 3,000 American job seekers

64 Only 25% outright reject this idea, indicating thatfor nearly half of all job seekers, a positive hiring experience holds significant value, even over salary considerations.

65 To wrap up, employers who fail to provide competitive and clearly communicated salaries risk losing top talent, while those who emphasize fairness, respect, and transparency may find candidates more willing to engage, even at lower initial pay. In an increasingly competitive hiring market, clear and equitable compensation structures are no longer optional-they are a necessity.

66 In 2025, social media has become an integral part of the job search process, influencing everything from interview preparation to networking, job discovery, and employer reputation analysis. However, generational differences in social media use are evident, with Gen Z and Millennials leveraging these platforms more effectively than Gen X and Baby Boomers.

67 Additionally, while many job seekers find value in social media, concerns over employer scrutiny and the authenticity of online job-related discussions remain.

68 Nearlyhalf of job seekers (48%)say social media provideshelpful tips and contentfor the interview process.Gen Z (59%) and Millennials (53%)benefit the most from social media guidance, whileGen X (40%) and Baby Boomers (37%)find it less useful.A sizable portion of job seekers (27%) remain neutral, suggesting that while social media plays a key role in interview preparation for younger generations,older job seekers still prefer traditional methods such as professional coaching or company websites.

69 Additionally, social media’s impact on networking and job discovery remainsa point of division among job seekers. While34% believe their social media presence has positively influenced their job search, a larger portion(39%) do not see a benefit.

70 Younger generations (Gen Z 42%, Millennials 40%) report the most success using social media for networking, whereasGen X (29%) and Baby Boomers (27%)areless likely to see value in digital networking.

71 Similarly,46% of job seekers say social media has helped them discover jobs they wouldn’t have found through traditional methods, withGen Z (55%) and Millennials (50%)benefiting the most.Gen X (42%) and Baby Boomers (37%)continue torely more on conventional job search strategies, such as job boards and personal referrals.

72 While many job seekers use social media for job searching,39% believe employers place too much emphasis on candidates’ social media profiles during the hiring process.

73 Millennials (44%) and Gen X (42%)express the most concern, feeling they are being judged for their online presence. In contrast,Gen Z (36%) and Baby Boomers (34%)are slightly less worried, possibly becauseyounger generations are more accustomed to managing their digital footprints.

74 With36% of job seekers neutral on this issue, it’s clear thatmany applicants are uncertain about how much weight social media truly carries in hiring decisions.

75 Social media platforms provide a space for professionals to discuss their work experiences, butjob seekers remain divided on whether this is beneficial. Only33% believe sharing their workplace experiences online is important, while39% do not see it as necessary.Younger generations (Gen Z & Millennials, 39%)are more likely to express their workplace sentiments publicly, whileGen X (29%) and Baby Boomers (22%)aremore reservedabout discussing their jobs on social platforms.

76 However, when it comes toreviewing employee-generated content about an employer, job seekers are more engaged.50% of respondents find value in reading workers’ social media posts about a company before an interview, withGen Z (54%) and Millennials (55%)the most likely to rely on these insights.Gen X (46%) and Baby Boomers (47%)are slightly less dependent, thoughneutral responses (29%) indicate some skepticism about the reliability of these posts.

77 <h2>Is social media providing job seekers with an authentic look into the workplace?</h2>

78 *Data from Checkr proprietary survey of 3,000 American job seekers

79 In the end, social media is reshaping the job search process, particularly for younger generations who rely on it for interview preparation, networking, and job discovery.

80 Employers should recognize that social media plays a crucial role in how job seekers evaluate opportunities and workplace culture, making it more important than ever to maintain transparency, encourage positive employee engagement, and ensure fair hiring practices that do not overly rely on social media profiles.

81 The findings of this report paint a concerning picture of the modern job search experience-one filled with frustration, distrust, and inefficiency. Job seekers across all generations struggle with unclear hiring processes, lack of transparency in job postings and salary information, and excessive reliance on personal connections to secure interviews. Additionally, ghost hiring, poor communication from employers, and burdensome interview structures have only worsened the experience, leading many applicants to feel discouraged, undervalued, and emotionally drained by the process.

82 However, this data also provides clear opportunities for employers and hiring managers to improve the job search experience in the years to come. Transparency is key-companies must clearly communicate job expectations, hiring timelines, salary information, and the overall application process to help job seekers make informed decisions.

83 The practice of ghost hiring must be eliminated, as it has severely eroded trust between applicants and employers. Employers should also prioritize communication, ensuring applicants receive timely updates on their application status, reducing uncertainty and frustration.

84 Furthermore, hiring processes need to be streamlined and made more equitable. Companies should assess whether multiple rounds of interviews, panel discussions, and unpaid projects are truly necessary for evaluating candidates or if they are placing an undue burden on applicants. Job seekers should be evaluated based on their qualifications and skills-not just their personal connections or social media presence.

85 Employers who embrace fairer, more efficient, and transparent hiring practices will not only attract top talent but also foster a more positive employer brand, increase trust, and create a more engaged and motivated workforce.

86 As job seekers continue to navigate an evolving job market, companies must recognize that hiring is a two-way street. In order to secure top talent and build a strong, loyal workforce, employers must treat job seekers with respect, fairness, and honesty throughout the hiring process. By making these necessary changes, businesses can not only improve the candidate experience but also create a stronger, more competitive workforce in the years to come.

87 All data found within this report is derived from a survey by Checkr conducted online via survey platform Pollfish from January 21-24, 2025. In total, 3,000 adult Americans who have actively searched for a job in the past six months were surveyed - an equal number from each generation. The respondents were found via Pollfish’s age filtering features. This survey was conducted over a four-day span, and all respondents were asked to answer all questions as truthfully as possible and to the best of their knowledge and abilities.

88 <h4>About the author</h4>

89 As Director of Communications, David tells the story of Checkr’s innovative product offerings and company achievements. David has successfully developed beloved brands through public relations at Fastly, Productboard, Ripple, and Dropbox.