The hiring process is broken
It’s time for leaders to fix what’s failing job seekers, recruiters, and our organizations.
The American Staffing Association recently published a study on the current state of job searching, and the numbers tell a clear story:
📉 40% of unemployed job seekers didn’t land a single interview in 2024.
📬 72% feel like they’re sending résumés into a black hole.
🏡 50% won’t accept a job without remote or hybrid options.
These statistics highlight more than just the struggles of job seekers—they expose a hiring process that isn’t working for anyone. Job seekers feel frustrated and unseen. Recruiters and HR teams are overwhelmed. And organizations are losing top talent because of inefficiencies, outdated practices, and an overreliance on technology.
Leaders, this is our problem to solve. We have to ask ourselves: How did we get here, and what are we going to do about it?
The Problems We Can’t Ignore
The hiring process today is bogged down by systemic issues that hurt everyone involved.
Technology is backfiring. Applicant tracking systems (ATS) promised efficiency but often filter out strong candidates or make the process overly impersonal. These tools, designed to help, may actually be hurting more than they help.
HR and recruiters are stretched too thin. Many recruiters simply don’t have the bandwidth to fully support every role. Whether it’s because they lack familiarity with certain functions or are prioritizing higher-profile roles, the outcome is the same: critical positions go unfilled, and hiring managers are left to take on the recruiting themselves.
Some roles feel like an afterthought. I’ve often had to do my own recruiting for marketing roles because the recruiters couldn’t prioritize it. This experience left me with the impression that marketing wasn’t seen as important to the organization. That’s not just frustrating—it’s dangerous. When teams feel undervalued, it fosters resentment, undermines morale, and damages culture in ways leaders may not even notice.
We’ve lost the human element. From auto-generated rejections to clunky application systems, the process feels cold and transactional. This doesn’t just alienate job seekers; it harms employer brands and limits our ability to attract top talent.
How Leaders Can Fix Hiring
This isn’t a problem we can delegate or ignore. Leaders must step in to fix a broken process and create one that works for job seekers, HR teams, and organizations alike. Here’s where to start:
Use technology wisely. Technology should enhance hiring, not create barriers. Audit your ATS and other systems to ensure they’re helping, not hindering. Are qualified candidates being overlooked? Are applicants getting lost in the process? Leaders should demand tools that deliver both efficiency and humanity.
Support your HR teams. Recruiters and HR professionals are often juggling too much. Leaders need to ask: Do these teams have the resources to succeed? This might mean adding headcount, providing better training, or shifting priorities so that every role gets the attention it deserves.
Simplify the process. Overly rigid job requirements or lengthy descriptions can scare off great candidates. Focus on the skills and traits that truly matter. Flexibility in hiring criteria can lead to better results, especially in a competitive market.
Bring back the human touch. Candidates are not just applications—they’re people. Timely responses, transparent communication, and constructive feedback can leave a lasting impression, even for those who don’t get the job. How we treat candidates reflects our culture and values.
The Risks of Doing Nothing
When hiring feels broken, the damage spreads far beyond unfilled roles. Frustrated teams, disengaged candidates, and cultural erosion all have long-term consequences. Leaders who ignore these issues risk falling behind in the race for talent and innovation.
On the flip side, getting this right is a game-changer. Candidates who feel valued will speak positively about your organization, even if they don’t land the role. Recruiters and HR teams will be more effective and less burned out. And leaders will build stronger, more motivated teams.
The hiring process reflects the health of your organization. If it feels impersonal, chaotic, or overly transactional, what does that say about your culture?
The Opportunity Ahead
Job hunting doesn’t have to feel hopeless. Hiring doesn’t have to feel overwhelming. But making real progress requires leadership.
As we move into 2025, let’s commit to fixing what’s broken. It starts with us.
What’s one step your organization is taking to improve hiring? I’d love to hear your ideas—because better hiring starts with better leadership.