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Why Hiring Feels Broken 

  • Writer: Renata Bernarde
    Renata Bernarde
  • 12 minutes ago
  • 29 min read

Episode 287 - Hiring Makes No Sense Anymore: Why Recruitment and Hiring Feel Like a Burden and How Leaders Can Fix Them




Hiring has become a dreaded task for many managers. It feels like a burden rather than an opportunity, especially when organizations are under pressure to restructure, meet operational targets, or operate with reduced budgets. In this of The Job Hunting Podcast (287), I’m sharing part one of a two-part conversation originally recorded for the Lead to Soar podcast, where I was interviewed by Michelle Redfern. Michelle and I explore the realities of hiring from the leader's perspective, especially in the current climate of economic volatility and organizational change. We discuss what makes hiring feel heavy and bureaucratic, and how we can shift the experience to make it more strategic and rewarding. Whether you’re a hiring manager or a job seeker, understanding both sides of the recruitment process is crucial. 


The Current State of Hiring 


Hiring today is often experienced as a tedious, high-stakes process. For many leaders, it is fraught with bureaucracy, risks, and a significant investment of time and energy. Michelle and I talked about the emotional reaction many leaders have when they hear the words "We need to hire." It is rarely met with enthusiasm. Instead, there is hesitation and even dread. 


From my coaching work, I know that one of the reasons for this is the performance aspect of recruitment. Organizations expect hiring managers to find the perfect candidate, but the methods we use to assess talent are deeply flawed. Candidates often feel compelled to present a curated, polished version of themselves, which may not reflect their authentic capabilities. Once the honeymoon period ends, both sides can feel disillusioned. 


The Pressure of Organizational Priorities 


Hiring is no longer a straightforward response to growing demand. Michelle and I discussed how decisions are influenced by metrics, shareholder expectations, and economic pressures. Roles are sometimes filled or frozen based on budget cycles, not actual team needs. This disconnect between strategic goals and talent acquisition often leads to rushed, reactive hiring. 


I shared a conversation I had with a senior leader who longed for the days when hiring followed a clear need and aligned directly with business growth. Today, that clarity is lost in a haze of budget approvals, shifting priorities, and workforce restructuring. It makes managers hesitant to engage in the process, fearing that the new hire may be made redundant in a matter of months due to external pressures. 


The Rise of Ghost Jobs and Ethical Hiring Concerns 


One of the more troubling hiring trends we discussed is the rise of ghost jobs. These are positions advertised with no real intention to fill them. Sometimes companies post these roles to test the talent pool or keep their pipeline warm. Other times, the motive is less ethical, such as harvesting strategic ideas from candidates through unpaid presentations. 


I’ve had clients who were asked to deliver in-depth presentations during final interview stages, only to be ghosted. Their ideas were later implemented without acknowledgement or a job offer. This practice is not only unethical but demoralizing for experienced professionals. It also damages the company’s brand in the talent market. 


We must be more transparent and respectful in our hiring processes. If you’re conducting a talent scan, use ethical methods like partnering with talent agencies or running market research projects, not misleading job seekers with false hopes. 


The Future of Hiring: Adapting to New Realities 


Looking ahead, hiring will become more nuanced as we deal with hybrid work, AI integration, and shifting employee expectations. Michelle and I talked about how many companies are still figuring out what leadership and productivity look like in a hybrid or remote setting. 


This means we need to rethink how we assess candidates. Traditional interviews may no longer be the best tool for all roles. We need more flexible, inclusive ways to evaluate fit and capability. We also need to invest in leadership development, helping managers adapt their mindsets to these new realities. 


Another future consideration is the growing importance of employer branding. Job seekers, especially experienced professionals, are looking for organizations that are transparent, inclusive, and respectful. How you treat candidates today will influence who applies tomorrow. 


Conclusion 


Hiring doesn't have to be a burden. With a strategic, thoughtful approach, it can become a powerful opportunity to shape your team and organization. It requires alignment between HR, leadership, and hiring managers. It also demands empathy, preparation, and an understanding of the current job market. 


This episode with Michelle Redfern was packed with real insights for both leaders and job seekers. If you’re hiring right now, or if you’re on the job market yourself, I encourage you to reflect on the ideas we’ve discussed. 


Let’s move away from reactive hiring and toward intentional talent building. Let’s make hiring feel like a step forward, not a chore. 


Final Call to Action 


If you found this blog helpful, I encourage you to subscribe to my newsletter where I share weekly tips and insights for professionals navigating the job market.  


Please listen to or watch the full episode on The Job Hunting Podcast, and stay tuned for part two next week, where we switch gears and talk about how job seekers can navigate the market. If you're in a hurry to listen to part 2, you can listen to it on the Lead to Soar podcast. Links are in below. 



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