This is where the problem starts. People (who are most likely comfortably employed) rationalize to themselves about the mindset that the applicant should have and then they act according to how they believe the applicant should be reacting to the communication breakdown.
When planning and developing a strategy for applying for work, the nagging unknowns can be a significant hindrance. A thoughtful organization would take this into account.
And as has been alluded to in other comments, automation of the process of properly dismissing unwanted candidates is an investment. One that surely has a large effect on goodwill and company culture.