As recruitment processes evolve, a disturbing trend has emerged… and it’s driving top talent away. David Rice, HR expert and Senior Editor of People Managing People, dubs this practice "Vampire Recruitment," since inefficient and excessively demanding hiring systems drain candidates' energy, enthusiasm, and time.

From misleading "ghost jobs" to lengthy application forms and excessive interview rounds, these recruitment practices are leading job seekers to question whether joining such organizations is worth the ordeal: here, David breaks down exactly how Vampire Recruitment is manifesting, and how HR leaders can slay it for good.

Ghost Jobs Haunt the Candidate Experience

"Ghost jobs"—positions that are advertised but never actually intended to be filled—are among the most frustrating aspects of today’s hiring landscape. According to industry reports, companies often post these phantom roles to maintain an appearance of growth or to keep their candidate pipeline warm. However, this practice leaves candidates in limbo, with many questioning whether the position was ever genuine and feeling aggrieved at the time wasted applying for a job that didn’t really exist.

HR leaders are urged to prioritize transparency by eliminating ghost jobs to maintain credibility and build trust with prospective employees. If we don’t tell candidates the truth, we cannot expect them to give us their all: it’s that simple.

Redundant, Exhausting Application Processes Need Overhaul

Despite the exponential growth of technology in recent years, many companies are stuck in the past when it comes to job applications. Complex application systems often burden candidates with redundant or repetitive requests contained within overly detailed forms, frequently leading applicants to abandon the process halfway through. Candidates are often required to input the same information already listed on their resumes, purely to make data collection and collation easier on the company, but job seekers are beginning to resent the lack of respect for their time.

In today’s hyper-competitive market, top talent is unlikely to look favorably on arduous and inefficient applications. To avoid missing out on the best candidates, HR leaders should look to streamline processes, adopting efficient recruiting software (which minimizes inefficiencies for job seekers as well as recruiters) and updated applicant tracking systems that respect candidates’ time and energy.

Multi-Round Interview Gauntlets Drive Talent Away

Once through the application process, candidates often face multi-round interview marathons that demand excessive time and effort. Today, candidates routinely endure five or more rounds of interviews, including unpaid assignments or presentations that require substantial time investment.

The real kicker? According to INSEAD research, more interview rounds don’t necessarily result in better hiring decisions, but they DO deter strong candidates. HR professionals are therefore strongly encouraged to re-evaluate their vetting processes, balancing thorough assessment with respect for the candidate’s time: if you are going to request that candidates show up for you multiple times before they’ve even got the job, you need to have a very good reason for it.

The Free Labor Trap: Unpaid Pre-Hire Assignments on the Rise

A particularly alarming trend is the rise of increasingly extensive pre-hire assignments. Many companies now ask candidates for substantial work, such as project plans or code reviews, without compensation or clear communication about the next steps. This practice erodes trust, as candidates often fear their work may be used without credit or compensation.

To prevent this issue, HR teams are advised to limit assignments to brief tasks which are directly relevant to the role, while ensuring candidates understand precisely how their contributions will be used. Some roles inevitably require demonstration that candidates possess a specific skill set, and that’s okay: just ensure any requests are as minimally invasive on the candidate’s time as possible.

How HR Leaders can Combat Vampire Recruitment

1. Enhance Transparency: Communicate openly with candidates at every step. Setting clear expectations upfront about timelines, the number of interviews, and any required tasks gives candidates an opportunity to consider their options and plan their time efficiently throughout the recruitment process. Frequent updates can create a positive candidate experience, even for those who don’t receive an offer.
2. Respect Candidates’ Time: Streamline the application and interview processes to be as efficient as possible: for example, AI tools can be used to minimize the manual input you’re requesting for candidate information which is present on their resume. Reducing wait periods and unnecessary requirements shows respect for candidates’ time- and trust me, the best talent will truly value this.
3. Build a Candidate-Centric Culture: Foster a culture of empathy and transparency within hiring teams. Focusing training on the candidate experience can really help recruiters approach the process with more nuance, helping everyone feel respected and therefore strengthening the employer brand in the eyes of prospective talent.

A Better Approach Benefits Companies and Candidates Alike

"Vampire recruitment" ultimately harms both job seekers and companies looking to attract top talent. Transparent, efficient, and respectful hiring processes lead to stronger hires, improved employee morale and a boost for the employer brand to boot.

As the labor market remains competitive, organizations that modernize their recruitment practices will build their reputation as desirable employers, and ultimately gain greater access to (and respect from) the best candidates. Let’s leave draining candidates dry behind for good.

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Original Article Found Here.