The Ultimate List of Job Search Statistics

By Editor On Feb 25, 2025

The job search process today 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.

From struggles with securing interviews through traditional job boards to the rise of ghost hiring, applicants face significant obstacles in their search for meaningful careers let alone their next jobs.

A January 2025 study by Checkr surveyed 3,000 adult American job seekers who actively searched for jobs in the prior six months. The results of the research provide key insights into their experiences, concerns, and expectations for the hiring process – insights that both employers and other job seekers should note.

Before diving into the key findings, here are the age groups surveyed:

Baby Boomers: 60-78 years old
Gen X: 44-59 years old
Millennials: 28-43 years old
Gen Z: 18-27 years old

Key Findings: Job Search Statistics

67% of job seekers responding to the survey believe companies are not being honest about their true hiring intentions.
Only 22% think the job search process is transparent and fair.
66% have experienced ghost hiring.
83% say ghost hiring causes an extreme lack of trust between applicants and employers.
61% say having a personal connection is key to landing a job interview.
63% believe employers are not transparent about what to expect during the interview process.
Only 19% feel confident that submitting an application alone can lead to an interview.
48% find social media platforms helpful for interview preparation.
49% will avoid applying to a company again if they feel communication was poor during the application process.
58% believe landing an interview through traditional job boards is nearly impossible.
47% would accept a lower salary if the hiring process was respectful and well-communicated.
Only 35% believe that compensation aligns well with qualifications and experience.
51% say hiring managers make it difficult to understand compensation for open positions.
62% report that a lack of feedback from hiring companies negatively impacts their confidence.
46% say social media has helped them discover job listings unavailable on traditional job boards.
50% rely on employee-generated content about an employer before an interview.
39% believe employers place too much emphasis on candidates’ social media profiles during hiring.
52% of job seekers feel that the job search process lacks fairness and transparency.

How Job Seekers Feel about the Job Search Process

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, has left many job seekers feeling discouraged and skeptical of employer hiring practices.

To start, more than half (58%) of all respondents report that securing an interview or even receiving a response through traditional job boards feels nearly impossible. Many job seekers are shifting toward networking, referrals, and social media to find job opportunities instead.

A staggering 67% believe companies are not transparent about their true hiring intentions. This lack of clarity wastes applicants’ time and reduces trust in the hiring process.

Additionally, 62% of job seekers report that a lack of feedback from employers negatively affects their confidence and mental health. Millennials (65%) and Gen Z (66%) report the highest emotional toll, while Baby Boomers (56%) are slightly less affected. This highlights the need for employers to prioritize communication and responsiveness.

Ghost Hiring’s Impact on Job Searches

One of the most frustrating aspects of job searching today is ghost hiring — when companies keep job postings active despite having no intention of filling the roles.

66% of job seekers report applying for jobs that appeared open but were later found to be inactive (i.e., ghost hiring).
83% say ghost hiring has created an extreme lack of trust in employers.
49% of applicants will never apply to a company again if it fails to update them on their application status.

With 66% of job seekers encountering ghost hiring, companies must prioritize transparency and close inactive job listings to rebuild trust and retain applicant interest.

Navigating the Interview Process

Job seekers face significant obstacles during the interview process, including excessive interview rounds, lack of transparency, and a heavy reliance on personal connections.

61% say securing an in-person interview without a personal connection is nearly impossible.
63% believe employers are not transparent about what to expect during the interview process.
Only 19% feel confident that submitting an application alone can lead to an interview.

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

The Importance of Qualifications and Compensation

Job seekers are increasingly dissatisfied with compensation structures and pay transparency.

Only 35% believe employer compensation aligns with job requirements and experience.
51% say hiring managers fail to clearly communicate salary details in job listings.
47% would accept a lower starting salary if the hiring process was respectful and well-communicated.

Employers who fail to provide competitive and clearly communicated salaries risk losing top talent, while those who emphasize fairness and transparency may attract and retain more candidates.

The Effect of Social Media for Job Seekers

Social media plays an integral role in job searching, from networking to interview preparation and employer reputation analysis.

48% find social media helpful for interview preparation.
46% say social media has helped them discover jobs unavailable on traditional job boards.
50% rely on employee-generated content about an employer before an interview.
39% believe employers place too much emphasis on candidates’ social media profiles during hiring.

Employers should recognize the growing influence of social media on job seekers and ensure transparency, encourage positive employee engagement, and avoid over-relying on social media for hiring decisions.

Improving the Job Search Process in 2025 and Beyond

The findings of this report highlight widespread dissatisfaction with the job search experience, from ghost hiring and unclear compensation to poor communication and excessive reliance on networking.

The employers who recognize what’s broken and make changes now will stand out in a competitive market and attract top talent.

Key takeaways for employers:

Eliminate ghost hiring by closing inactive job postings.
Improve communication by providing applicants with status updates.
Enhance transparency in interview processes and compensation structures.
Leverage social media to connect with job seekers effectively.
Focus on fairness by evaluating candidates based on skills and experience rather than personal connections.

By addressing these challenges, companies can create a more positive and effective hiring process that benefits both job seekers and employers.

Susan Gunelius

Susan Gunelius is the Founder and Editor-in-Chief of Women on Business. She is a 30-year veteran of the marketing field and has authored a dozen books about marketing, branding, and social media, including the highly popular Ultimate Guide to Email Marketing, 30-Minute Social Media Marketing, Content Marketing for Dummies, Blogging All-in-One for Dummies and Kick-ass Copywriting in 10 Easy Steps. Susan’s marketing-related content can be found on Entrepreneur.com, Forbes.com, MSNBC.com, BusinessWeek.com, and more. Susan is President & CEO of KeySplash Creative, Inc., a marketing communications company. She has worked in corporate marketing roles and through client relationships with AT&T, HSBC, Citibank, Intuit, The New York Times, Cox Communications, and many more large and small companies around the world. Susan also speaks about marketing, branding and social media at events around the world and is frequently interviewed by television, online, radio, and print media organizations about these topics. She holds an MBA in Management and Strategy and a Bachelor of Science degree in Marketing and is a Certified Professional Career Coach (CPCC).