Is anyone winning the hiring process?

Navigating the Modern Hiring Dilemma: A Balanced Perspective

After spending time setting a high standard for my current business operations, built on the World-Class Organizations model, I initially planned to dive deeper into that ideology and how it has enhanced my professional toolbox. However, as I continue my personal journey in the job market, I’ve noticed something that feels more pressing. I may have a different mindset than many job seekers, actively seeking roles that challenge my skillset and offer a new journey—one where I can find fulfillment not only by using my extensive experience but also through mentoring, teaching, and engaging in meaningful conversations about business and trends.

I understand that for many, a job is simply a means to an end, driven by various needs and often fraught with stress. Whether the decision to seek a new role is necessity-based or driven by a desire for change, it usually comes with its own set of challenges. But here's my question: why does it feel like employers are making this process even more stressful?

Every day, I see posts from job seekers and HR professionals alike, echoing frustration about the current state of hiring. From the perspective of a job seeker, the challenges are obvious. But having spent almost eight years on the hiring side, I can’t help but wonder: has the pendulum swung too far in favor of automation, pre-screening, and other methods that eliminate genuine human interaction?

I get it—hiring is hard. After all, I’ve been in that position, sifting through a sea of unqualified applicants or dealing with candidates who don’t respond, or worse, demand unreasonable conditions before even sitting for an interview. Even when you find someone promising, they may not check every box, leaving you back at square one.

So, I fully understand the due diligence and scrutiny on the front end of the hiring process. What I don’t understand are the aspirational, sometimes unrealistic requirements companies are posting in job descriptions, especially in sales roles.

For instance, I’ve seen entry-level sales roles requiring five years of direct experience in a niche field, plus additional expertise in a secondary niche—all while offering limited compensation and autonomy. Sure, if you’re trying to outcompete for top talent, it’s smart. But if you want to build a team that wins, particularly in sales, you need to find people with a proven track record of winning—regardless of the industry they’ve won in. Selling is a learned skill; the ability to close deals and retain clients comes with experience. Traits like determination, creativity, and self-motivation are personality-driven.

And let’s not ignore the compensation packages being advertised. In some cases, they just don’t align with the reality of the skillsets being sought. For example, I’ve seen sales roles with a base salary of $90-120K and on-target earnings of $170K, touting “uncapped commissions.” While the OTE seems great, companies are essentially giving away too much on the base, which can dampen motivation. If you’re in sales, the money should be in the win, especially in hunter-focused roles.

And please, stop selling “uncapped commissions” as a key benefit. If your company caps commissions, it’s restricting your sales team from thriving. Productive sales should cost the company zero dollars in the long run. If your company focuses on growth and new business acquisition, empower your team to go after all of it—and reward them for doing so.

Back to the hiring process. There has to be a better balance between hiring top talent and creating a smooth process for both sides. Companies should consider loosening the filters that automatically disqualify candidates and actually read the resumes being submitted. Yes, the process may be tedious, but sometimes there’s more to a candidate than what fits into a neatly optimized resume designed to pass AI screenings. At the end of the day, the best business transactions still take place between people.

What Do You Think?

I’d love to hear your thoughts on this. Are you experiencing similar frustrations with the hiring process—whether you're a job seeker or an employer? Let’s start a conversation about how we can improve the balance and effectiveness of talent acquisition. Feel free to share your experiences or insights in the comments, or connect with me directly to discuss this further!

P.S. If you're a recruiter or hiring manager looking for experienced talent, I'd love to connect. I am actively seeking new opportunities that challenge my skillset, allow me to contribute to business growth, and offer the chance to mentor and collaborate with others. Feel free to reach out if you'd like to have a conversation about how my experience can add value to your team or company.