Employers are seeing more “spray and pray” applications from job seekers who submit dozens, or even hundreds, of applications with limited assessment of whether each role is a strong fit. But this behavior is not just about impatient candidates. It is often a survival response to a hiring process that feels unclear, automated, and silent.

According to a Monster report, nearly half of job seekers indicate they apply broadly instead of selectively. In turn, talent acquisition teams are spending more time and energy filtering noise in the applicant tracking system (ATS) rather than proactively identifying talent.

The Communication Breakdown

This candidate behavior may be tied directly to a lack of employer communication. According to the data, 51% of candidates have changed how they apply because they stopped hearing back from employers. Many job seekers refer to the ATS as a “black hole” — and for HR leaders, that perception matters.

When the candidate’s expectation is silence, they approach the process like a lottery. They submit more applications to improve their statistical odds of getting a response, instead of being more selective and intentional.

The ‘Easy Apply’ Paradox

We’re also seeing the gamification of the application process. Over half of job seekers use “Easy Apply” or “Quick Apply” tools. While this is efficient for candidates, it can also invite a higher volume of lower-intent applications. That said, job seekers aren’t against selective, high-intent applications: 76% say they would return to a more strategic, targeted approach if they received feedback during the hiring process.

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Humanizing the Process as a Competitive Advantage

Providing personalized feedback to every candidate is impossible when thousands of resumes arrive for each requisition. But the data presents a clear opportunity. By providing status updates (yes, even automated ones via the ATS), proactive feedback, and clear next steps, employers can humanize the process — and attract a more qualified, intentional candidate pool.

Better Communication Can Lead to Better Applications

Employers don’t need to overhaul the entire hiring process overnight. Start with the moments where candidates are most likely to feel uncertain: confirm the application was received; set expectations around timeline; make salary, location, schedule and role requirements clear upfront; let candidates know when they are no longer being considered; and use automated updates where personal outreach isn’t realistic.

These steps may seem small, but they can change how candidates behave. When the process feels clear and human, candidates make better decisions about where to invest their time — and HR teams may see stronger-fit applicants, less noise in the funnel, and a candidate experience that supports the employer brand.