And It’s Costing You the Candidates You Actually Want.
By Mona Zander | Founder & CEO, matchAmint
6 min read
This is the second post in a 3-part employer series on hourly hiring and retention. Part 1 covers why candidate ghosting happens and what it costs. Part 3 covers what happens after someone says yes and how to make the handoff from offer to Day 1 stick.
In a recent post, we looked at why candidates ghost employers, and why it’s usually a process problem, not a people problem.
This one picks up where that left off. Because before candidates ghost you, a lot of them never finish applying in the first place.
A Philadelphia Business Journal article published in May 2026 highlighted new
Monster.com research that should give every hiring manager pause: 43% of job seekers say they would abandon an application within 15 minutes if the process feels too long or frustrating. By 20 minutes, nearly 6 in 10 would walk away. Only about one in four say they would stick with an application no matter how long it takes.
For employers hiring hourly and frontline workers, those numbers are even more punishing. And the application is just the front door.
The Monster data is striking, but it’s consistent with what the broader research has been showing for a while.
Applications that take longer than 15 minutes have a completion rate of just 3.6%, compared to 12.5% for applications that take 1 to 5 minutes. That’s a 3.5x difference in completion (Appcast, 2025 Recruitment Marketing Benchmark Report).
The average job application takes about 23 minutes and requires 51 clicks to complete (HiringThing, 2026 Job Application Statistics). Industry estimates suggest that the vast majority of people who click “Apply” never finish, with some widely cited benchmarks putting the drop-off as high as 90% (SmartRecruiters/SHRM).
For hourly roles specifically, the picture gets worse. The iCIMS 2025 State of Frontline Hiring Report found that 60% of frontline workers have started a job application and never finished it. Hospitality has a 68% abandonment rate, the highest of any sector measured. And 72% to 86% of frontline and gig workers apply on their phones, which means long, desktop-style forms are especially hard to get through.
| If your application takes 23 minutes and 51 clicks, you’re not screening candidates. You’re screening out candidates. |
Even when candidates do finish applying, the funnel keeps narrowing. Drop-off happens at every stage: 22% during screening, 25% at the interview stage (the single highest point of loss), and 18% at assessment (iCIMS/HiringThing).
52% of candidates wait three months or longer to receive any response to an application (Standout CV). 61% report being ghosted after an interview, up 9 points year over year (Greenhouse, 2025). And only 24% of candidates say they’re satisfied with the interview process overall (Cronofy/HiringThing).
Each restart costs an average of $5,475 for non-executive roles (SHRM, 2025
Benchmarking Report). For frontline roles where the hiring cycle repeats more often, that number adds up fast.
| The hiring funnel doesn’t just leak at the top. It leaks at every stage. Each drop is a cost. |
The Philadelphia Business Journal article surfaced another finding that deserves attention: 60% of candidates say their biggest frustration is not knowing whether a real person will ever look at their application.
That’s not laziness. That’s a rational response. When you pour time into an application and hear nothing back, or suspect your resume disappeared into an automated system, the experience teaches you to invest less next time.
The research backs this up. 67% of job seekers suspect postings are fake or never intended to be filled (Resume Genius, 2026). 72% are less likely to apply when salary isn’t listed. 48% now use a “spray and pray” approach, applying to any job that seems remotely possible (Monster, 2026 Job Application Behavior Report). And 61% of applicants encountered technical glitches or upload errors mid-application (Monster,2026).
This creates a cycle that hurts everyone. Candidates apply broadly and carelessly because they’ve been burned. Employers get flooded with unqualified applicants. Hiring teams spend more time sorting through noise. And the good candidates, the ones who are working, who have limited time, who won’t jump through hoops for a maybe, drop out first.
| The candidates you lose first are often the ones you want most: people who are already working, reliable, and unwilling to waste time on a broken process. |
Make it easy to raise a hand
For hourly roles, the initial application should take minutes, not half an hour. Ask for what you need to make a first decision. Gather the rest later. On matchAmint, candidates apply in less than two minutes. That puts your job in front of more qualified people, more quickly, before they drop off or accept something else.
Some roles require additional documentation, testing, or compliance steps. The goal is not to eliminate necessary screening. It is to move the right questions to the right stage, so you are not asking for everything up front and losing good people before you ever see them.
Let someone else do the sorting.
Most employers don’t have the bandwidth to screen hundreds of applications. That’s where a hiring partner can help. matchAmint screens and qualifies candidates so employers only review the ones who are relevant and ready to interview. Relevant skills and fit are reviewed up front. Basic work-eligibility questions are addressed early. And when a background check makes sense, matchAmint can coordinate the process, often completing it before the interview takes place.
Treat speed as a competitive advantage.
In hourly hiring, speed is not just good manners. It is a competitive edge. The employer who responds first usually wins the candidate. Research shows that 42% of candidates drop out when interview scheduling takes too long (Cronofy). Acting within the first week puts you ahead of most employers in your market.
Include pay information.
The PBJ article noted that 72% of job seekers are less likely to apply when a job description doesn’t list a salary. For hourly roles, where pay is one of the top decision factors, leaving it out is a fast way to lose qualified applicants before they even start.
Close the loop.
Even a short rejection is better than silence. 80% of job seekers say they would not reapply to a company that didn’t notify them of their application status (Lever).
Candidates who are treated well, even when they don’t get the job, are more likely to reapply, refer others, and speak well of your company.
The hiring funnel is broken at every level, and hourly employers are feeling it the most.
Applications are too long. Follow-up is too slow. Candidates are frustrated, and the good ones are quitting the process before you ever see them.
Fixing this doesn’t require a massive overhaul. It starts with a shorter application, a faster response, and better screening so you’re spending your time on the right people.
| Shorter path in. Smarter screening. Better hires. That’s what better hourly hiring looks like. |
matchAmint helps employers cut through the noise. A fast, simple application that candidates actually finish. Screening that filters to the candidates who are qualified and ready. Clear communication throughout the process, so good people don’t slip away.
Skip the guesswork. Start with better matches.
| Hiring hourly workers and losing candidates before they even apply? Let’s fix that. matchamint.work |
Mona Zander is the Founder and CEO of matchAmint, an hourly hiring platform built to connect reliable workers with good employers.
Before founding matchAmint, Mona led businesses and product launches at DuPont, Hewlett-Packard, and Signify (formerly Philips Lighting), where she drove turnarounds, built new markets, and delivered results at scale. A certified Six Sigma Master Black Belt, she holds an MBA from Wharton and a B.S. in Chemical Engineering from the University of Virginia.
As an immigrant who rebuilt her life in the U.S. at age 11, Mona believes hiring systems should work better for the people and employers who need them most.
Connect with Mona on LinkedIn: linkedin.com/in/monazander
This content is for informational purposes only and does not constitute legal, HR, tax, or employment advice.
Statistics cited are from third-party sources believed to be reliable at the time of publication; however, matchAmint makes no representations or warranties regarding their accuracy, completeness, or current applicability. Hiring practices, employment regulations, and workforce conditions vary by jurisdiction and industry. Employers should consult qualified legal or HR professionals before making changes to their hiring processes. matchAmint is not responsible for any actions taken based on the content of this article.
matchAmint is an equal opportunity platform and does not discriminate based on citizenship status, national origin, or any other protected characteristic.
© 2026 matchAmint. All rights reserved.
matchamint.work | Where good work finds good people.
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