Job hunting should feel like an exciting new chapter, but for many candidates, it’s more like running a marathon with no finish line in sight. Unclear job descriptions, long hiring processes, and impersonal application systems make the experience exhausting. Many candidates feel like they’re shouting into the void, waiting for a response that never comes.
But here’s the kicker — hiring isn’t much easier on the other side (as you likely know). Employers spend time, money, and energy trying to find the right people, only to watch top candidates disappear mid-process. Why? Because the hiring journey is often slow, confusing, and, frankly, frustrating. When talent walks away, businesses end up scrambling, struggling with small, uninspired talent pools and longer-than-necessary vacancies.
PowerToFly’s What Talent Want 2025 report dives deep into these hiring roadblocks, spotlighting the most common frustrations job seekers face — from ghosting to confusing job descriptions — and highlighting the barriers that prevent qualified candidates from even hitting “apply.”
The takeaway? If companies want to attract top talent, they need to rethink how they hire.
Thankfully, it’s fixable. With a few key adjustments, businesses can ditch outdated hiring tactics, create a process that works for everyone, and ultimately build stronger, more engaged teams. Let’s break it down.
What the data confirms
Our What Talent Want 2025 report lays it all out: job seekers are fed up.
Two big themes stand out. 1) Frustrations with the job search itself, 2) and barriers to even getting through the door.
Job search frustrations: The struggle is real
If job hunting feels like a rollercoaster, it’s because it is — one filled with unexpected drops and plenty of whiplash. Here’s what candidates say makes the process so frustrating:
- Ghosting is rampant – 63% of job seekers say they’ve been ignored after an interview. Imagine going on a few great dates, thinking everything’s going well, and then, radio silence. No one wants to experience that in their personal life… let alone, their professional life as well.
- Fake job postings waste time – 60% of candidates apply for jobs that don’t actually exist. It’s like walking into a store, seeing a product you want, only to be told, “Oops, that was just for display.”
- Job descriptions don’t match reality – 58% of candidates say postings don’t accurately describe the role. Ever gotten to the final round of an interview, only to realize the job’s day-to-day description is nothing like what was advertised? That’s a bait-and-switch nobody appreciates.
- Salary info is a guessing game – 53% of job seekers find salary details missing or shared way too late. Hence, the push for pay transparency that’s already gaining momentum across the US. Candidates want that information up front, so no one is wasting anybody’s time.
- The process drags on – 49% say hiring takes too long. If a company takes months to make a decision, candidates won’t sit around waiting. They’ll get a job elsewhere.
The biggest issue? (One worthy of its own paragraph). Degrees. Too many companies still focus on degree-based hiring instead of looking at skills. A whopping 83% of job seekers prefer a hiring process that values what they can do over where they went to school. Relying too much on degrees means businesses are shutting out highly capable people who may have taken a different path to develop their expertise.
Read this next: Skills based hiring for a more inclusive workforce
Getting a foot in the door isn’t easy
The second theme involves barriers to even applying. Before candidates hit “apply,” they’re dealing with obstacles that make the whole process overwhelming.
Here’s what professionals are saying:
- It’s tough to stand out – 56% of job seekers say the sheer number of applicants makes it hard to get noticed. Unfortunately, professionals are competing in one of the most saturated job markets in recent history. After the hiring surge of 2020, followed by multiple waves of layoffs, the market is flooded with highly qualified candidates all vying for the same roles. Additionally, many qualified candidates never even make it to a recruiter’s desk because automated filters, AI, and ATSs weed them out. Frustrating, to say the least.
- Automated systems feel cold – Many candidates receive generic, automated responses that make them feel like just another number. A little human touch can go a long way.
- Women and marginalized groups face more hurdles – 60% of women and 80% of trans and non-binary people report higher levels of dissatisfaction with the hiring process. The playing field still isn’t level, and companies need to recognize these barriers.
- Confusing skill requirements add to the uncertainty – 49% of candidates struggle to understand what’s actually required for a role. If the qualifications list reads like a wish list, people will hesitate to apply.
For companies, this should be a wake-up call.
Let’s talk about why this matters for your business — and how fixing the candidate experience can benefit everyone involved.
Why this matters for your business
If great candidates feel discouraged before they even apply, businesses are missing out on top talent. When the hiring process is unclear, slow, or biased, the best people don’t always make it through the door. That’s a loss no company can afford.
Here’s why:
It hurts your employer brand
Word travels fast, especially in today’s digital world. Job seekers talk. They leave Glassdoor reviews, share their experiences on LinkedIn, and warn others in their network. A reputation for ghosting candidates, dragging out hiring timelines, or failing to communicate expectations can do lasting damage. If people hear that your hiring process is a mess, they won’t even bother applying.
Read this next: 10 employer branding mistakes (and solutions)
It shrinks your talent pool
With so many highly qualified professionals looking for work, you’d think hiring would be easy — but if your process creates unnecessary barriers, top candidates won’t stick around. Skilled workers have options, and they won’t wait weeks for an update or jump through hoops to prove they’re a good fit. They’ll move on to companies that respect their time and value their experience
Read this next: Leveraging a talent community for strong recruiting
It costs you more in the long run
Hiring is expensive. The longer a role stays open, the more it costs in lost productivity and additional recruitment efforts. Worse, if you rush to fill a position without a clear, fair process, you may end up with a bad hire — one that leads to higher turnover and even more hiring expenses. Think of streamlining your hiring process and improving the candidate experience as a financial necessity.
It reduces diversity in your workforce
If your hiring process favors those with traditional backgrounds or doesn’t actively welcome diverse talent, you’re missing out on fresh perspectives and innovative problem-solving. The best teams are built on diverse experiences, but when marginalized groups face more obstacles in applying and getting hired, businesses lose out on the very talent that could drive them forward.
Read this next: A 2025 guide to inclusive hiring practices
So, what’s the solution? A hiring process that respects candidates’ time, removes unnecessary hurdles, and prioritizes clear communication. Let’s talk about how to make that happen.
How to improve the candidate experience
Before the distress kicks in, we have some good news: Improving the candidate experience is not rocket science. (Cue our collective sigh of relief.) It starts with a few practical shifts that show applicants you respect their time, skills, and effort.
A hiring process that’s clear, fair, and efficient benefits everyone involved. Consider this:
1. Focus on skills, not degrees
Skills-based hiring is the future. Yes, you can take our word for it.
When too many great candidates are getting filtered out before they even have a shot, something needs to change. If your job postings still list a four-year degree as a must-have, ask yourself: does the role really require it, or could someone with the right skills do the job just as well?
Instead:
- Make job postings crystal clear about required vs. preferred qualifications.
- Use practical assessments to measure skills instead of relying on resumes alone.
- Train hiring managers to evaluate candidates based on their abilities, not just their backgrounds.
Watch this next: The Skills-Based Revolution: Transforming Hiring, Development, and Employee Engagement
2. Write clear, honest job descriptions
Job seekers don’t want to play detective. If your job description is a laundry list of vague buzzwords or outdated qualifications, you’re already losing talent.
We recommend:
- Clearly outline the role’s key responsibilities and expectations.
- Be upfront about salary — no one wants to get through five interviews only to find out the pay doesn’t match their expectations. #paytransparency
- Keep it real. Ditch the corporate jargon and focus on what the job actually entails.
Read this next: Salary transparency: Everything employers (and you) need to know
3. Streamline the hiring process
If your hiring process moves at a snail’s pace, don’t be surprised when top candidates lose interest. Streamlining your process can make all the difference.
Try this:
- Limit the number of interview rounds. A good target is 3 - 5 rounds, depending on the seniority of the role.
- Set clear timelines for decisions (and stick to them).
- Keep candidates updated so they aren’t left wondering where they stand.
4. Increase transparency
Yes, getting a job offer is important, but candidates are also looking for a company they can trust. Transparency and personalization build that trust.
Ways to do this include:
- Sending personalized responses to candidates who make it past initial screenings.
- If someone isn’t the right fit, letting them know — and when possible, providing constructive feedback.
- Clearly communicating hiring timelines so candidates aren’t left hanging.
- Avoiding automated rejection emails whenever possible.
📝 Free download: Candidate Feedback Email Template
Move beyond the standard rejection email with our customizable feedback template. This free download helps you deliver thoughtful, personalized responses that respect candidates' time and effort and provide constructive feedback that helps candidates grow professionally.
6. Make applying easier, not harder
If your application process feels like a never-ending obstacle course, candidates will drop out before they even finish.
Here’s how to make it smoother:
- Simplify application forms and only ask for the essentials. This means taking the axe to those additional 10 questions on “how the candidate will enhance your organization.” Save it for the interview. Oh, and don’t make the applicant manually add their professional history when it’s already on their resume.
- Offer guidance on how candidates can stand out. This might include hosting webinars, creating blog posts, or even sharing LinkedIn tips on how applicants can tailor their applications to match job descriptions. Consider offering virtual office hours where recruiters answer questions about the hiring process.
- Engage with diverse talent networks to ensure a broader range of applicants. Expanding your talent pool can involve everything from attending virtual job fairs to hosting a networking event to asking for employee referrals.
Read this next: How to do talent acquisition inclusively
A better hiring process benefits everyone
Bottom line: fixing the candidate experience makes job seekers happy and businesses successful.
When you remove barriers and focus on skill-based hiring, you attract and retain top talent, strengthen your employer brand, and reduce hiring costs.
Win, win, win.
The hiring landscape may be competitive, but companies that prioritize the candidate experience will come out ahead. So, what’s stopping you?
Transforming your hiring practices just got easier. Schedule a demo with PowerToFly today and take the next step in building an inclusive, high-performing workforce.
