Doomjobbing: The dangerously simple job application trend

Step aside, doomscrolling – a growing trend has emerged by the name of doomjobbing!

The typical doomscroll consists of nonstop scrolling through social media outlets such as Instagram and TikTok, without actually consuming the content.

The new doomjobbing craze is similar, with many Australians now endlessly applying to jobs with minimal energy, little customisation, and poor strategic focus.

A survey of 500 Australian hiring managers conducted by Sydney recruitment agency Robert Half showed that 82 per cent saw a rise in overqualified applicants, indicating an increasing tendency among jobseekers to apply to everything.

Robert Half practice director Lauren Haxby described doomjobbing as the “job search version of doomscrolling, involving endlessly applying to a high volume of roles with low energy, low focus, and little personalisation”.

With the job market in its current bleak state, Australians are actively looking for ways to land a job, even applying for jobs where they have no prior skill set or experience.

“In a competitive market where response rates can feel discouraging, applying broadly and passively can feel like the only option,” Haxby said.

“But it’s generally counterproductive, because one-size-fits-all applications get filtered out for not being specific enough to the role”.

While “doomjobbing” might seem like an understandable reaction to an increasingly competitive and often discouraging job market, the reality is that this passive, high-volume approach often does more harm than good.

By flooding employers with generic, one-size-fits-all applications, candidates are not only likely to be filtered out, but are also contributing to a noisier, more difficult recruitment environment.

Haxby said: “Employers are being hit with so many applications that reviewing them has become a significant burden.”

“Verifying real skills has become harder, adding time, cost, and hiring risk for businesses trying to find the right fit.”

This costly and time-consuming process can result in employers hiring not necessarily the best-suited person for the role required, or even stop hiring new people altogether.

Ironically, artificial intelligence is making the hiring process much more time-consuming and tedious for hiring managers. The report shows that 37 per cent of employers say that AI-generated CVs are reducing overall application quality.

“Hiring managers and recruiters are finding that GenAI résumés are increasing the challenge, with many applications optimised to mirror job descriptions almost word for word,” Haxby said.

“Some tools are also fabricating or embellishing work history and skills, making it harder for employers to distinguish authentic experience from generated content. The result is longer interviews, additional assessments, and delays in the hiring process.”

While AI is, to an extent, disrupting the process of applying for jobs, Haxby highlighted that it should be used just to enhance job applications, rather than generating them entirely.

“What stands out are specific examples of your work, measurable achievements, and the ability to clearly explain your experience in an interview,” she said.

“Authenticity and communication skills matter more than ever.”

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