Only about a third of candidates are turning to recruitment firms to find work, according to Bullhorn data, and those who do are hitting some bumps in the road. Talent is frustrated with outdated outreach compared to the instant gratification of consumer tech. Meanwhile, the labor market remains uneven; the latest Hiring Outlook from Bullhorn Insights shows that job orders are rising but fill-rates are falling, hinting at bottlenecks and companies being more selective in hiring. Together, these factors point to a critical question for staffing agencies: how do you deliver faster, more innovative, and more meaningful candidate experiences without burning out your recruiters?

In a recent Take the Stage and InSights podcast episode, Lia Taniguchi, Senior Research Manager at Bullhorn, sat down with Haley Marketing’s Brad Bialy to unpack insights from the GRID 2025 Talent Trends Report — a comprehensive, data-driven look at how nearly 2,800 candidates around the world feel about working with recruiters today.

The findings were equal parts enlightening and challenging, and full of opportunities for firms ready to adapt.

What’s the GRID 2025 Talent Trends Report?

Every year, Bullhorn publishes two GRID (Global Recruitment Insights and Data) reports. The Talent Trends Report zeroes in on the people who make the industry possible: the candidates themselves.

This year’s report captured responses from almost 2,800 candidates who’ve worked with a recruiter in the last two years. It’s a global sample — spanning North America, the UK and Ireland, Benelux, DACH, and Australia/New Zealand — and represents a balance of commercial, professional, and healthcare workers across generations.

The goal: help staffing firms understand how candidates really feel about their experience, and how recruiters can evolve to meet them where they are.

The Gen Z wake-up call

As part of this year’s Talent Trends Report, Bullhorn conducted a generational analysis, seeing how the recruitment experience differed between baby boomers, Gen X, millennials, and Gen Z. The headline of this analysis: Gen Z is disengaged and dissatisfied.

Only 26% of Gen Z candidates say they’re currently working with a recruiter, and those who are tend to rate their experience lower than any other generation across nearly every category.

They report receiving less outreach, less support, and less communication. They’re also the least satisfied with how recruiters use AI and automation.

Why? Lia and Brad explored several factors.

First, Gen Z is entering a tough job market — high competition, fewer openings, and widespread skills mismatches. Many are still figuring out how to translate their education into marketable work experience.

Second, their expectations are simply different. This is a generation raised on seamless digital experiences. When they compare recruiter communication to the personalization of Spotify or the speed of Amazon, anything clunky stands out fast.

And finally, they want more than placements — they want partnership. Gen Z candidates crave coaching, clarity, and career guidance. They’re looking for recruiters who can help them understand the market, not just navigate it.

While these findings may seem troubling on the surface, this challenging experience also brings with it opportunities. Recruiters who step into that advisory role — offering “white glove” support at scale — can build loyalty early and turn an uncertain generation into a lifelong talent network.

Fixing the “application black hole” with AI

We’ve all heard it: candidates apply, and then… nothing. No response, no update, no closure. The dreaded “application black hole.”

According to the GRID report, 54% of candidates who stopped working with a recruiter did so because processes were too slow or communication broke down. That’s a clear signal that speed and responsiveness have become nonnegotiable.

Here’s where AI enters the picture. Nearly half of the surveyed candidates believe AI can fix the black hole problem, and many already see its potential.

AI-powered tools like chatbots or voice-screening agents can provide instant feedback, acknowledge applications, and move candidates through early stages quickly. Candidates like that. In fact, they overwhelmingly prefer AI at the top of the funnel, where it accelerates progress and reduces uncertainty.

But here’s the nuance: candidates don’t want a robot replacing recruiters. They want automation that gets them to a human faster.

Recruiters still own the moments that matter — discussing job fit, preparing candidates for interviews, and helping them grow. As Lia put it, “The future isn’t replacing human connection. It’s amplifying it.”

Voice agents: The surprisingly human side of AI

Here’s a stat that caught everyone’s attention: 88% of candidates who interviewed with a voice agent said the experience was as good as — or better than — talking to a person.

How? Voice agents are getting smarter and more natural. They ask consistent, well-structured questions, and they’re often better equipped to assess technical skills than a human interviewer. For candidates, that creates a smoother, fairer experience and a better chance to showcase what they can do.

The takeaway is clear: AI doesn’t have to feel robotic. When used well, it can elevate both efficiency and experience.

Candidate satisfaction is declining (and how to fix it)

One of the report’s more sobering findings: candidate satisfaction fell across every category this year, especially around speed and responsiveness, which dropped by 20%. Even so, satisfaction rates still hover around 65–70%, meaning there’s a strong foundation to rebuild on.

The root cause seems to be a mix of slower recruiter response times and rising expectations. Candidates now expect instant updates, transparent processes, and seamless onboarding—expectations shaped by consumer technology.

Lia’s advice? Run a candidate experience audit. Apply for a job in your own system. See how long it takes, how many clicks it requires, and where the friction lives. Every small improvement—faster follow-up, clearer communication, fewer steps—translates directly into higher loyalty and referral potential. Winning the “boring basics,” as Lia calls them, is how firms stand out.

The bottom line

The GRID 2025 Talent Trends Report paints a clear picture: technology is raising expectations, not replacing relationships.

Gen Z is asking for guidance. AI is opening new possibilities. And recruiters who combine speed with empathy—and automation with insight—will lead the next generation of staffing success.

You can dive deeper into the full findings in the GRID 2025 Talent Trends Report, available now on Bullhorn Insights.

Watch the full episode below.