Hiring used to be hard—but now? It feels downright impossible. You post a job, get flooded with applications, spend weeks sorting through them, and still struggle to find the right fit. Meanwhile, candidates are ghosting, taking other offers, or dropping out of the process before you can even schedule an interview.

So what’s going on? Why is it so tough to fill roles right now? And more importantly—what can you do to fix it? Let’s dig in.

The Hiring Market Is Messy (And It’s Not Just You)

There’s a lot happening behind the scenes that’s making hiring feel like an uphill battle.

Take Alex, for example. (Not a real person, but you’ve met this kind of candidate before.) Alex applies to your open role. He seems like a great fit, but by the time you make it through the first round of résumé reviews and start scheduling interviews, He’s already accepted another offer.

Why? Because the hiring game has changed. Here’s what’s slowing things down:

1. Decision Paralysis Is Dragging Out the Process

Hiring teams are being extra cautious, adding more interview rounds, skills tests, and approvals. The result? Decision-making stalls, and top candidates move on before you can lock them in.

2. The “Unicorn” Problem

Too many companies are waiting for the perfect candidate instead of hiring someone who can grow into the role. That dream hire? They probably don’t exist—and if they do, they’ve got five other offers lined up.

3. Candidates Are Applying Everywhere (And Moving Fast)

Job seekers are playing the numbers game, sending out dozens (or hundreds) of applications. By the time you get around to scheduling them, they’re already deep into another hiring process.

4. Ghosting Goes Both Ways

Just like job seekers get frustrated with being ghosted, employers are feeling the sting, too. Candidates are dropping out mid-process, going radio silent after interviews, or even accepting offers and then vanishing before their start date.

How to Fix Your Hiring Process (And Stop Losing Great Candidates)

If hiring feels impossible, you don’t have to accept it as the new normal. Here’s how to speed things up, improve candidate experience, and actually fill your open roles.

1. Cut the Unnecessary Steps

Take a hard look at your hiring process. Do you really need four rounds of interviews? Is that take-home assignment actually weeding out bad fits? The longer your process, the more candidates you’ll lose along the way.

2. Focus on Potential, Not Perfection

Instead of waiting for a unicorn, consider candidates who check most of the boxes and can grow into the role. A solid hire today is better than an ideal hire that never comes.

3. Move Faster

Speed matters. If it takes you two weeks to review résumés, your best candidates are already gone. Use technology (like Wedge 👀) to quickly screen applicants and get to interviews 2x quicker than before.

4. Improve the Candidate Experience

Candidates talk. A frustrating, drawn-out hiring process can hurt your employer brand. Keeping people in the loop, providing clear timelines, and making the process more engaging can help you stand out.

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How Wedge Can Help

At Wedge, we’re tackling these hiring challenges head-on.

Our one-way video interviews help you move faster without sacrificing quality. Instead of spending hours reviewing résumés or scheduling endless phone screens, you can see candidates in action—on your time.

✔ Instant insight – Watch video responses when it’s convenient for you, and get a real feel for candidates in minutes.

✔ No more scheduling headaches – Candidates complete their interviews on their own time, so you’re not chasing calendars.

✔ Better candidate experience – Make hiring feel more human while keeping the process efficient.

Hiring doesn’t have to be a never-ending struggle. Let’s make it faster, smarter, and easier—for you and your candidates.

See how Wedge can transform your hiring process at www.wedgehr.com.

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