A recent survey by The Seniors indicates that automated applicant‑tracking systems (ATS) in Hungary are excluding jobseekers with 20–30 years of experience from the labor market. According to the research, many senior applicants receive immediate, unexplained rejections from software filters, meaning companies may be losing access to highly experienced employees.
What the survey measured
The Seniors’ data show that 73.9 percent of surveyed senior jobseekers regularly receive template, instant rejections. Nearly 80 percent reported that employers break off communication entirely without substantive feedback. The software classifies almost 60 percent of applicants as overqualified — so decades of experience have become a disqualifier rather than an advantage.
Respondents also reported that nearly 40 percent applied to more than thirty positions within six months, while almost one‑fifth did not reach a single interview because of excessive algorithmic filtering.
Why this happens
The spread of applicant‑tracking systems and the digitalization of recruitment fundamentally changed the functioning of the Hungarian job market. Under pressure from large applicant volumes, HR departments increasingly rely on stricter automated filters that match keywords and rigid parameters. These systems cannot read between the lines: they do not assess loyalty, crisis‑management experience or long‑term leadership routine adequately, and they may penalize lengthy, stable career paths.
As a result, candidates who tailor their CVs more successfully to machine expectations—often with the help of AI tools—get ahead, while real practical value remains hidden from human decision‑makers.
Not just a local issue
The article notes this is not uniquely Hungarian: a prior comprehensive study by Harvard Business School also found that the rigid parameters of automated systems globally screen out otherwise suitable candidates.
Why this matters for the labor market
While companies frequently complain about skills shortages, excessive digitalization and poorly configured ATS settings are pushing experienced domestic talent away from open roles. The long‑term consequences may include loss of organizational knowledge and decreased recruitment effectiveness.
Conclusions
The Seniors’ survey highlights that current automated hiring practices disproportionately affect senior applicants: high rates of instant rejections, cut communication, and frequent “overqualified” labels. To address the issue, employers should review ATS configurations and ensure technology complements rather than replaces professional human assessment.
Tags: software, artificial intelligence, labor market, job search, recruitment, digitalization, algorithm, HR
