By Staff Reporter
A surge in job applications across the Middle East is slowing down hiring processes and leaving many jobseekers feeling ignored, according to a new survey by global recruitment firm Robert Walters.
With 84 per cent of candidates saying their applications go unanswered, the region’s job market is grappling with a growing disconnect between applicants and employers.
The report highlights how the sheer volume of applications is overwhelming HR departments, with 55 per cent of hiring managers citing delays due to unmanageable applicant numbers. Many applicants, the survey found, fail to meet basic job criteria, leading to further inefficiencies in the screening process.
Jason Grundy, managing director at Robert Walters Middle East, noted that mass applications often backfire.
“This can result in candidates missing key details of job postings or failing to tailor their applications to the role,”
he said. As a result, employers are receiving large volumes of unsuitable applications, slowing down their ability to identify qualified candidates.
Lack of relevant experience remains the most common reason for rejection, with 44 per cent of hiring managers pointing to this as a key barrier. Compounding the issue, 37 per cent of companies still manually sift through applications using applicant tracking systems, increasing the risk of overlooking strong candidates amid the clutter.
The recent KT Future of Work summit underscored a growing trend in the UAE: a shift towards skill-based hiring rather than traditional role-based recruitment. This evolution, however, comes at a time when jobseekers are increasingly turning to artificial intelligence to boost their chances.
According to the survey, 59 per cent of respondents in the region use AI tools to support their job search, with 16 per cent doing so regularly. Despite its popularity, hiring managers remain cautious. Sixty-seven per cent say they can spot AI-generated CVs, often due to generic phrasing and overly polished formatting. In fact, 41 per cent admit that reliance on AI can negatively impact their perception of a candidate.
“While AI can be useful for quick applications, hiring managers value authenticity,”
Grundy said.
“An overly formatted CV may signal a lack of personal investment, which can be a red flag for employers.”
Adding to the complexity, employers are now dealing with a growing trend of jobseekers who exit the recruitment process midway — a phenomenon referred to as “ghosting.” The report suggests that lengthy or impersonal application processes may be driving this behaviour, with 62 per cent of candidates saying they avoid roles that require too much time to apply.
To counteract this, Grundy recommends that companies prioritise clear, consistent communication and a more engaging recruitment experience.
“Transparency, timely feedback, and a focus on company culture can help attract and retain serious candidates,”
he said.
As the job market continues to evolve, both candidates and employers are being urged to adapt — striking a balance between efficiency, relevance, and human connection in an increasingly competitive hiring landscape.
News Source: Khaleej Times
