Why the Hiring Process Is Broken—and How HR Can Fix It
The hiring process is under strain. With AI tools enabling candidates to apply to hundreds of jobs instantly, HR teams are inundated with applications, many of which are low-quality or fraudulent. This overload creates a bottleneck that frustrates employers and job seekers alike.
Daniel Chait, CEO of the recruiting platform Greenhouse, highlights the core issue: “Candidates are trying to get an edge by auto-applying to hundreds of jobs with AI, and it’s made the current labor market extremely broken for both sides.” The result? Job seekers rarely get callbacks, and employers find it harder—not easier—to identify the right hires.
Fraud and Fake Applications Are Making Things Worse
Adding to the challenge, bad actors exploit the system. Some employers post fake listings aiming to collect personal data, while some applicants use deepfake technology to deceive hiring managers and gain access to sensitive information.
Chait warns, “The technology, as it stands today, is going to make the problem worse, not better. HR leaders feel the pressure to act.”
Practical Steps HR Leaders Can Take Now
- Recognize and address applicant fraud: HR teams should collaborate closely with IT and security departments. Fraud and spam are beyond the scope of traditional HR management and require technical expertise to detect and filter out suspicious candidates effectively.
- Bring candidates in for in-person final interviews: Especially for roles that depend on interpersonal skills, face-to-face meetings help validate candidates beyond resumes and digital profiles.
- Encourage richer applications: Asking candidates to share deeper insights—like their dream job, preferred company culture, and top skills—creates a fuller picture of who they are before the interview stage. This can reduce the reliance on volume and increase quality.
Chait points out that job seekers want to apply to as many jobs as possible, but this flood of applications isn’t helping anyone. “They need to be part of the solution,” he says. “We need a system where candidates invest energy into meaningful applications that add value.”
What HR Can Do Beyond These Steps
To stay ahead, HR professionals should keep an eye on emerging AI-related hiring tools and fraud detection methods. Learning how to implement these technologies responsibly can help balance efficiency and candidate quality.
For HR pros interested in AI’s role in hiring and how to use it effectively, exploring courses on AI tools and automation can be beneficial. Platforms like Complete AI Training offer up-to-date resources that can help HR leaders sharpen their skills in this evolving landscape.
Conclusion
The hiring process is overwhelmed by volume and complicated by fraud. HR leaders can regain control by partnering with IT, focusing on in-person validation, and encouraging candidates to submit richer applications. The solution requires effort from both recruiters and job seekers, moving away from mass applications toward meaningful engagement.
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