Those pursuing a new career are more than painfully aware of the rigmarole that accompanies applying for a job. As well as curating a carefully worded résumé, updating any portfolios of work you have, and writing a sharp and succinct cover letter, a lot needs to be done before hopefuls are even considered for an interview – if they are lucky enough to make it that far.
Of course, applying for a new role is rarely a one-and-done job, with those seeking new opportunities having to tailor their applications to multiple positions, and then potentially having to take a number of tests post-interview. Applying for a new vocation is like a 9-5 in and of itself, with one study finding it takes the average person anywhere between 100 to 200 applications to land a job.
With all this work often yielding little to no reward, perhaps it is of no surprise that the younger generation is now rebelling against traditional hiring practices by refusing to show up to their new jobs altogether. A new survey found that 34 per cent of workers aged 27 and under have accepted a job offer, only to never arrive—and they won’t even provide an email explanation as to why. While it’s more common amongs Gen Z, older jobseekers are following suit; the research also revealed that 24 percent of millennials (aged 28 to 43) have also skipped their first day of work after saying yes to a job offer, compared to 11 percent of Gen Xers (aged 44 to 59) and 7 percent of baby boomers (aged 60 and above).
This new behavior, which has been coined as ‘career catfishing,’ seems antithetical to all the employment advice that has been drilled into us as we prepare for the working world – so why are a significant amount of people now doing it?
Dr George Sik, chartered psychologist and director of psychometric testing provider Eras, explains: “The hiring process these days can be incredibly slow, frustrating, and exhausting. By the time someone gets a job, they may have received a better opportunity elsewhere, changed their mind, or simply lost patience with the whole process.”
Paul O’Rouke, operations director at New Millennia, agrees, explaining that it is the younger generation who are now looking to actively reshape the workplace to better suit their needs, and at rapid pace (they’re the driving force between the ‘conscious unbossing’ and ‘revenge quitting’ trends).
“Gen-Z are more likely to ‘career catfish’ than other generations as they are willing to reject the notion of what is considered to be ‘professional’ in the workplace, if this means that they can uphold their personal values,” says O’Rouke. “For instance, upon further research, they may have noticed something that they do not like about the job, after already accepting the offer. Or, they may have received a job offer from another company which suits them better and aligns with their personal goals more.”
There is an increasing notion that younger people in particular are finding the process of landing a job particularly exhausting. A survey conducted last year cited that 71 percent of Gen Z jobseekers were frustrated by the lack of feedback received when applying for a role. Elsewhere, 65 percent stated their irritation with the lengthy application process, while 50 percent found being ghosted by employers after all their work to be an annoyance.
“Many of these young workers have gone through lengthy, multi-stage interview processes, only to be ghosted by employers or offered roles that don’t meet their expectations,” Dr Sik explains. “The recruitment process itself often lacks transparency and empathy, leaving candidates feeling like just another number in a faceless system. If an employer takes weeks to respond, provides little communication, or treats them as a backup option, some Gen Z job seekers feel justified in turning the tables.
“From an outside perspective, these statistics might just look like another example of younger workers being unprofessional or unwilling to follow traditional workplace norms. But, in reality, they highlight a system that fails to engage them meaningfully. If Gen Z candidates are applying for an entry-level role and are made to go through four, or even five interview stages, it creates unnecessary uncertainty. By the time an offer arrives, sometimes weeks later, many have moved on, found another role, or simply lost interest.”
In a way, Dr Sik continues, career catfishing is just one part of a wider push from younger workers to make real change to the way we approach our work lives.
“It canbe seen as an act of resistance against an older corporate system that has failed to treat young workers fairly,” he says. “When companies misrepresent job roles or lowball salary offers, Gen Z sees no issue in exercising their own agency by walking away. In their view, the traditional ‘loyalty’ expected by employers has not been reciprocated, so why should they uphold outdated professional courtesies?
“Gen Z prioritises flexibility, mental well-being, and work-life balance in a way that previous generations didn’t. Data from Owl Labs highlights that nearly half of Gen Z workers have reported increased stress, so seeking a better salary and a workplace culture that aligns with their values. When they don’t find this, they aren’t afraid to disengage, sometimes in the form of career catfishing or office ghosting.
“For them, these actions are not about being unprofessional; they’re instead a means of setting boundaries and demanding mutual respect from employers.”
So how can career catfishing impact job seekers? For those who are serial offenders, they will receive a significant hit to their professional reputation and find getting jobs they want much harder.
“Maintaining relationships with recruiters and prospective employers is essential to long-term career success,” Zara Easton, a LinkedIn career expert, says. “Candidates that back out of a role they have already accepted costs businesses money and erodes trust, so be sure to communicate clearly and consistently with a prospective employer throughout the hiring process.”
“Image and reputation are of the utmost importance when searching for a new role,” Jonathan Firth, VP & UKI recruitment solutions head at LHH, agrees. “Being unreliable can limit future job opportunities and impairs trust. It can impact whether a hiring manager wants to work with a candidate again.
“Communication is key in restoring and demonstrating reliability. Any concerns around the role should be addressed with the hiring manager, directly and swiftly to manage expectations.”
Elsewhere, career catfishes can leave businesses out of pocket. “Recruiting and onboarding the right talent is a huge time and financial investment,” Firth adds. “Career catfishing not only adds to these costs, but can put strains on relationships with recruiters, especially as once a business has committed to hiring a candidate preparations will have been made for their arrival.
“Businesses, rightfully, spend time to find the right candidates and if they pull out, there’s not always the opportunity to re-approach secondary candidates as they may have found another role, or be disheartened that they weren’t originally offered the role. Restarting the entire hiring process is costly.”
There are ways for employers to minimise being catfished; communication appears to be key.
“Transparency in the hiring process starts at the very beginning, with a clear and comprehensive internal brief,” Firth says. “Once that has been established and the role requirements have been outlined, only then can recruiters create a job description that accurately represents the role, and effectively screen initial candidates.
“Clarity and consistency throughout the hiring process builds trust between the business and candidate, setting them up for success.”
Of course, if you do decide to renege on a job offer for a different role, there are ways to do it more respectfully than being a career catfish.
“If you’re sure that the role isn’t right for you, it’s vital to be honest and upfront with the hiring manager, as soon as possible,” Firth says. “This grace gives them time to contact secondary candidates and minimise investing unnecessary time into preparation for your arrival, such as creating onboarding programmes and setting up accounts.”
Where appropriate, providing feedback provides teams with valuable insights to improve the process moving forwards and can support in providing updates to senior stakeholders where there are delays in filling the post. This honesty can help to repair your relationship and reputation with the business.
“Consider the long-term impact of these actions,” Dr Sik adds. “A breakdown in trust between employees and employers doesn’t benefit either party. If workplaces are to evolve in a way that works for everyone, there needs to be open dialogue and mutual respect, rather than a cycle of disengagement and resentment.”
