Many people desperate to find work have been “doomjobbing,” sending mass job applications with the help of artificial intelligence and inundating hiring teams, according to employment insiders.
Doomjobbing highlights some of the challenges facing jobseekers amid a fiercely competitive job market and rising youth unemployment rate, experts say, but it isn’t the best strategy.
Alexandra Tillo, senior talent marketing consultant at the jobs site Indeed, said applying to dozens of jobs in one sitting may “feel productive,” but it can backfire and lead to burnout.
“The challenge is that the quantity doesn’t always translate into results,” she said in a Zoom interview with CTVNews.ca from Toronto on Monday. “And so when you have candidates that spend very little time tailoring applications or even thinking critically about the fit for the role, they often end up putting more effort while they’re seeing fewer (positive) outcomes ...”
What is doomjobbing?
Doomjobbing means “endlessly applying to a high volume of jobs with relatively low energy, low focus, and low personalization or detail,” Ben Shepherd, branch director with the global employment agency Robert Half, said in a Zoom interview with CTVNews.ca from Calgary on Monday.
Doomjobbing has been likened to the job search version of “doomscrolling.” Doomscrolling is already found in dictionaries, which define it as spending a lot of time reading negative news online.
Doomjobbing has now been gaining attention online. In an Instagram post on May 22, Cambridge Dictionary asked if doomjobbing should be a new word.
Why doomjobbing?
Generative AI has contributed to the rise of doomjobbing, Shepherd said. People have been using AI to make it more efficient to apply for multiple jobs, he said, bombarding job postings across different industries with automated job applications.
Doomjobbing is coming from pressure, not laziness, said Nancy D’Onofrio, vice-president of strategic accounts and social selling with recruitment firm Randstad Canada.
“So there’s a lot of job market anxiety, and technology in the midst of that really makes it easy to submit, right?” D’Onofrio said in a Zoom interview with CTVNews.ca from Toronto on Monday, noting people can get into a “reactive mode instead of a proactive strategic mindset when applying.”
Doomjobbing could result from a “confidence gap,” D’Onofrio added.
A 2026 report from Randstad found that more than nine in 10 employers are confident in the growth of their business this year, but just over half of workers feel the same.
This “confidence gap” is based on insights from more than 27,000 workers, 1,225 employers, and more than three million global job postings in 35 markets across Europe, Asia-Pacific and the Americas, including Canada.
The survey, which was conducted in October 2025, also found that the workplace is marked by “economic strain” on both staff and employers as AI increasingly is adopted.
“So based on our research and the fact that there’s a confidence gap, talent just feel like they have to apply more, and volume is the game that obviously they’re leveraging,” D’Onofrio said.
Hiring teams’ concerns
While AI can be a helpful tool, it can hinder applications if “misused or overused,” Shepherd added.
“Not also only the high volume, but (employers are) having to spend more time qualifying these candidates because everyone looks the same, having utilized a lot of the same gen AI prompts to generate their resumes,” Shepherd said.
According to a survey published by Robert Half in March, 64 per cent of hiring managers said the surge in applications and concerns about the authenticity of AI-generated resumes pose challenges for their companies. It featured responses from 1,500 hiring managers across Canada.
How to stand out
Tillo of Indeed said candidates can often see “stronger results” if they shift their focus “from volume to relevance,” with fewer and higher quality applications.
“Don’t mass apply ... Ask yourself if the role actually works for you,” she said. “You can look at the location, the schedule, compensation, if it’s a remote job, if it’s in person, if it’s a long-term fit.”
D’Onofrio said jobseekers should leverage AI as a “strategic tool” to obtain insights about a company, which could help them tailor their applications. AI can be used to research a company, understand its challenges and how candidates could add value, including where their skills may have the most impact, she said as examples.
Beyond AI, candidates also can reach out to hiring managers, such as through social networks like LinkedIn, she added.
“And it’s very important to figure out, how can I still have my voice shine through, and that’s what talent acquisition individuals are looking for,” D’Onofrio said. “It’s that human attribute, it’s that human skill, it’s that connection that they’re looking to build with that talent, and that’s what’s going to set you apart.”
