After working with hundreds of engineers navigating career transitions, I’ve come to a clear conclusion: The job search and hiring process is broken.
If you’ve ever sent out dozens of resumes, jumped through endless interview hoops, or been ghosted by recruiters, you already know the feeling. It’s frustrating, disheartening, and deeply impersonal.
It doesn’t have to be this way.
Let’s talk about what’s not working, and how we can all take steps to fix it.
The Disconnect Between People and Process
For many job seekers, the search for a new opportunity is about more than just finding the next paycheck. It’s about seeking greater alignment. They want to find a role, a company, and a mission that fits with their values, strengths, and long-term vision.
But when they enter the hiring process, they’re often met with silence or disappointment. Here are a few of the biggest issues I see over and over again:
1. No Response to Applications
Data shows that roughly 70% of job applications never receive any kind of response. Not even a basic rejection.
That’s not just a system flaw, it’s a people problem. Behind every resume is a real person with hopes, goals, and questions. The least we can do is acknowledge their effort and give closure.
2. Ghosting After Engagement
It’s bad enough to be ignored after submitting an application. But what’s worse is being ghosted after starting a conversation. Maybe it was a recruiter reaching out, or an interview process that suddenly goes cold.
This kind of experience doesn’t just harm job seekers, it damages your employer brand. If a company starts a relationship, it should also have the respect to finish it.
3. A Bait-and-Switch Job Experience
Another all-too-common issue is misalignment between what a job is sold as and what it actually is. Candidates are told one story during the interview process, only to step into a role that feels completely different. Sometimes this even means uprooting their lives and families, only to realize the opportunity wasn’t what it appeared to be.
This kind of mismatch creates deep frustration and avoidable turnover.
The Human Side of Hiring
At the heart of this conversation is one simple truth: Hiring is about people.
Every application represents a real human being. Every interview is an opportunity for connection. Every step in the process is a reflection of a company’s values.
So let’s ask a simple question: Are we treating people like people?
That’s the standard we should be aiming for – human, transparent, respectful interactions at every stage of the hiring process. Because the companies that treat candidates well, even when they don’t hire them, will win in the long run. They’ll attract better talent. They’ll build trust. And they’ll stand out in a crowded, competitive job market.
A Better Way Forward
This is one of the reasons I’ve partnered with my friends at Hire Aligned – an organization that helps companies create hiring processes built on alignment, empathy, and clarity. Our mission is simple: Help people and teams experience real alignment, engagement, and fulfillment.
But this isn’t just about one tool or platform. It’s about a shift in mindset.
If you’re a hiring manager, recruiter, or company leader, here are some steps you can take:
- Respond to every candidate, even with a short, respectful no.
- Offer feedback when possible. It doesn’t have to be lengthy, just meaningful.
- Set clear expectations during interviews. Don’t oversell. Be honest.
- Create systems that value the candidate experience, not just efficiency.
And if you’re a job seeker? Keep going. Keep learning. And keep seeking out the organizations that care enough to treat you like a person.
Final Thoughts
Hiring can be more human. More transparent. More responsive. Because how we treat people in the process says everything about who we are as professionals, and as organizations.
So if you have any influence in your company, team, or network, I invite you to use it. Help build a system that works for everyone, not just the lucky few who get hired.
Let’s fix this together a time.
Watch more in the video below:
