There was a time when securing a job was as simple as having the right qualifications, experience, and a strong work ethic. Fast forward to today, and the hiring process has morphed into an endless maze of AI screenings, psychometric tests, and multi-stage interviews. Job seekers with the perfect blend of skills, education, and experience are finding themselves locked out of opportunities due to bureaucratic inefficiencies, flawed algorithms, and a rigid “talent acquisition” approach.
While companies continue to complain about a “talent shortage,” they seem to be doing everything in their power to make hiring as complicated as possible. So, what went wrong? And more importantly, how can we fix this broken system?
The Over-complication of Hiring
A simple job application used to mean sending a CV and cover letter, followed by an interview to assess skills and fit. Today, job seekers must navigate an exhausting process:
AI Resume Screenings – Automated systems filter out candidates before a human even sees their application. A minor formatting issue or missing keyword can result in instant rejection.
Endless Interview Rounds – What used to be a one-step interview has turned into a multi-stage interrogation. First, a phone screening. Then, a recorded one-way video interview. Then, multiple panel interviews. And sometimes, even an unpaid project or case study.
Psychometric & Situational Judgment Tests – While these tests claim to assess “cultural fit” and “problem-solving skills,” they often serve as another unnecessary hurdle that filters out perfectly qualified applicants.
Vague Job Descriptions & Unclear Expectations – Many job listings contain buzzwords and jargon, making it difficult for applicants to gauge what’s actually required. Some roles list unrealistic expectations, effectively discouraging strong candidates from applying.
The Ghosting Epidemic – After investing hours in applications, tests, and interviews, job seekers are often met with… silence. Companies don’t bother to send rejection emails, leaving candidates in limbo.
The Reality: Companies Are Filtering Out Talent, Not Finding It
While businesses claim to be struggling with a skills shortage, they are actively excluding experienced professionals due to rigid hiring criteria and impersonal recruitment processes. Ironically, the very people who would excel in a role are often overlooked because they:
Have “too much experience” and are deemed overqualified.
Don’t meet arbitrary requirements, like having a degree for a role that doesn’t require one.
Didn’t use the exact phrasing that an ATS (Applicant Tracking System) was programmed to look for.
Are rejected for vague cultural fit reasons that have nothing to do with competence.
Many companies have lost sight of the fact that hiring is about people, not just process efficiency. By prioritising automated filters and endless hoops over human judgment, they are pushing skilled professionals to the sidelines.
The Impact on Job Seekers
For job seekers, this modern recruitment system is not just frustrating—it’s exhausting and financially draining. The longer the process drags on, the more people struggle with mental health issues, self-doubt, and financial insecurity.
How can someone focus on showcasing their best self when they’re battling the stress of prolonged unemployment, rejection, and an impersonal hiring process that treats them like data points rather than individuals?
What Needs to Change?
The current hiring system is broken, but it doesn’t have to be this way. Here’s how companies can fix it:
Simplify the Hiring Process – Reduce interview stages, limit assessments to relevant tasks, and focus on meaningful conversations rather than arbitrary screenings.
Prioritise Human Interaction – Bring back human-led resume reviews and initial screenings to ensure quality candidates aren’t being filtered out by flawed AI.
Be Transparent – Companies should clearly communicate job expectations, timelines, and salary ranges to attract the right candidates from the start.
Respect Job Seekers’ Time – If a company requires multiple stages, they should keep candidates informed and provide constructive feedback rather than ghosting them.
Final Thoughts
The hiring paradox is clear: while companies insist they can’t find the right talent, their own convoluted processes are preventing them from hiring the skilled professionals they need. The job market doesn’t have a talent shortage—it has an opportunity shortage caused by outdated and inefficient hiring practices.
It’s time to rethink recruitment. It’s time to treat candidates as people, not just numbers in an applicant tracking system. Because the longer businesses keep shutting out skilled professionals, the more they contribute to their own hiring crisis.
💬 What do you think? Have you experienced this hiring madness? Share your thoughts in the comments!
© 2025 Marlena Pakula. All Rights Reserved.
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