Traditional entry-level hiring benchmarks have lost their reliability—in the case of GPAs, due to “[r]ampant grade inflation” that has “rendered GPAs almost meaningless.” Similarly, AI has muddied the analysis of cover letters and job interviews. As a result, employers are struggling to evaluate candidates and candidates are struggling to stand out, creating frustration on both sides.
Adding to this frustration is the increase in ghosting by employers and candidates alike. An Indeed survey found 62% of candidates planned to ghost prospective employers, while about two-thirds of candidates report being ghosted by prospective employers after interviews. These patterns have not gone unnoticed, as many have “abandoned even the pretense of courtesy.”
Business Takeaway: Employers sometimes experience a disconnect in the hiring process between what they think they are seeing or measuring and what they are actually seeing or measuring. Accordingly, consider reassessing entry-level selection methods. Consider options such as skills-based assessments tied to job duties, structured interviews, and clearer qualification requirements (start by revisiting and articulating what criteria truly matter, and why). If AI-generated application materials are common, consider focusing less on polish and more on verifiable work samples, supervised exercises, or other options. Lastly, keep in mind that your hiring process signals workplace culture to applicants and current staff alike. How did your best employees come to you? Who do they know? And what would they say about your company to their friends?