The Hiring Process Wake-Up Call: A Story Every Candidate and Hiring Manager Needs to Read

Over the past eight years, I have been a contractor, consultant, and advisor, helping companies build high-performing recruitment functions. But like many professionals, I always keep an eye on the market for the right permanent opportunity.

This is a story about a recent recruitment experience that should serve as a wake-up call for hiring managers, HR teams, and executives. It is not a complaint—it is a reality check. If your company struggles to fill roles, but your hiring process is a maze of delays, indecision, and false starts, the problem is not the talent pool—it is you.

The Setup: A Role That Seemed Like a Perfect Fit

In late November 2024, I reached out to a former colleague about a Manager, Talent Acquisition role at a firm. This colleague was someone I had personally recruited about 15 years ago, despite them having no HR background at the time. I saw potential in them, advocated for their hiring, and today, they are in senior management.

They responded immediately: “I think you would be a great fit! I will put your name forward.”

A week later, we met, and they admitted they had already considered me for the role but hesitated to contact me because they assumed I would not be interested. They asked for my cover letter and resume, which I emailed to my contact to be passed to the hiring manager.

The Hiring Manager’s Interview: A Glimpse into the Chaos

The first interview happened quickly, as the hiring manager was in their final week at the company. I soon learned that the role I was applying for was their replacement.

Within 30 minutes, I understood why they were leaving:

• Unrealistic expectations from the recruitment team
• Burnout from acting as a glorified recruiter instead of being a people manager.
• Constantly shifting hiring priorities leading to delayed and abandoned searches
• Lack of support from HR leadership

Despite this, the interview went well. I was told I was a fantastic candidate but was asked if I would get frustrated with these challenges. My response? Frustration is not my style. I focus on what I can control and influence.

They liked my answer, and my application moved forward.

The Senior Leadership Interview: The Hiring Irony

Due to the holidays and internal shuffling, my next interview—a virtual one—was not scheduled until early January. Funny, considering every interviewer complained about how hard it was to fill positions quickly.

Feedback was stellar:

• My tech-driven approach to recruitment stood out.
• My AI expertise impressed them.
• My coaching and leadership skills were recognized.
• My clear and concise communication resonated with them.
• My executive collaboration experience was a major plus.
• My ideas on improving hiring efficiency excited them.
• They said I would “add a lot of value” to the team.

My contact kept reassuring me: “All signs are positive—we can’t wait to work with you!”

The Curveball: Last-Minute Expectations

By mid-January, I was preparing for an in-person panel interview. Suddenly, I was asked to prepare a detailed presentation on how to fill a vacant position in three weeks. No problem—I put together a strategy and real-life examples to showcase how I would solve their hiring challenges.

Then came an odd piece of advice from my contact: “Do not shine too brightly. You do not want to make the interviewers look like underachievers.”

Wait…what? Since when does hiring the best mean dimming their light? Regardless, I agreed to be humble (as always) and focused on solutions.

The In-Person Panel Interview That Never Was

Dressed up and ready, I arrived at their office only to find out that the panel interview was canceled due to illness. Instead, I met with just one interviewer—someone to whom I had already spoken.

Still, the presentation went well. My interviewer took copious notes, loved my ideas, and kept a copy of my presentation. I even got an office tour and a “we’ll get back to you by Friday.”

I followed up on Friday. “We are not ready to decide yet. Thanks for your patience with our slower pace.”

Oh, the irony.

By Saturday: “The hiring manager just needs more time to sleep on it. They do not want to make a hasty decision.”

Hasty? It had been two months since my first conversation with them.

The Ending: A Masterclass in Indecision

By the end of January, I followed up again. The final verdict?

• None of the four shortlisted candidates were selected.
• The role was reposted.
• Then reposted again three weeks later.

Throughout this process, my industry contacts at the firm told me:

• “You’re better off without them.”
• “They wasted your time with four interviews—that’s not cool.”
• “Hiring is a mess there right now.”

The Lessons for Hiring Managers & HR Leaders

1. Stop assuming candidates are not interested. You might be overlooking your best hires.
2. Do not waste candidates’ time. The hiring process is not just about you—it is about them too.
3. False promises are damaging. If you are excited about a candidate, mean it.
4. If your hiring process is slow and ineffective, the problem is not the market—it is you.
5. If your recruitment team is struggling to fill roles, lead by example. If you cannot hire effectively for your own team, do not blame your recruiters.
6. Great candidates will remember how you treated them. And they will tell others.
7. Your hiring process reflects your company’s internal chaos. Candidates notice when leadership is indecisive.
8. Reputation matters. A bad hiring experience damages your employer brand.
9. Burnout and underperformance often start with poor leadership. If your team is struggling, look at the top.
10. Last-minute changes and shifting expectations push away top talent. If you keep moving the goalposts, candidates will move on.
11. Strong leaders hire strong talent. If great candidates threaten you, you are hiring for the wrong reasons.

The Takeaway

If your hiring process is a drawn-out maze of indecision and delays, do not complain about your recruitment team not filling positions. You might be the reason.

Hiring is hard. But making it harder on yourself—and great candidates—is a choice.

So, to every executive, HR leader, and hiring manager: Lead by example.

And to every candidate going through this? You are not alone. Know your worth and never settle for companies that do not respect your time.

Have you had a similar experience? Let us talk in the comments.

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