Companies say they can’t find good candidates. Job seekers say nobody’s hiring. They’re both wrong.
ILENE REIN | Executive Recruiter & Job Search Strategist | Pounding Pavement 101
The Numbers Don't Lie
The ADP jobs report dropped this week. Private employers cut 32,000 jobs. That's the biggest monthly drop in over two years. Small businesses lost 120,000 positions while larger companies added about 90,000. The unemployment rate has climbed to 4.4%, the highest since October 2021.
So you'd think Recruiters would be swimming in qualified candidates. The opposite is happening. Every Recruiter I talk to says the same thing. They can't find people they actually want to hire.
The Great Disconnect
Here's where things get frustrating for everyone. The average job posting now receives around 250 applications. Some positions get over 500. I have even seen 1700! Yet employers keep reporting that finding qualified candidates is their number one challenge.
How is that possible when so many talented people are actively searching?
I see exactly why this disconnect exists. The problem isn't talent. The problem is how that talent is being presented.
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What Happens to Your Resume
Research shows that Recruiters spend between 6 and 8 seconds on an initial resume screen. Some studies put it closer to 7.4 seconds. This is not a guess... this is reality. That's not a lot of time to make an impression. About 75% of resumes get filtered out by applicant tracking systems before a human ever sees them. (Let's not get hung up on 'ATS'. It is just a glorified Rolodex customized for the recruiting process.) Of the resumes that do reach a recruiter, roughly 80% don't make it past that first quick scan.
The average job seeker needs somewhere between 100 and 200 applications to land a single offer. Some estimates put that number even higher at 400 or more in this market. That means most people are sending out applications that go absolutely nowhere.
Why This Keeps Happening
Most job seekers are doing everything the same way everyone else does it. They're using the same generic resume formats. Their LinkedIn profiles blend into the background. Their interview answers sound rehearsed and forgettable.
I have seen this especially since the mass use of AI. Many Recruiters and companies have told me that job seekers are using AI, and everyone is looking... and sounding... alike. This is why I tell the job seekers in my program, Pounding Pavement 101, to NOT use AI, and I provide them with insider secrets and job search strategies that actually work.
When employers get selective, they're not just checking boxes on qualifications. They're looking for someone who stands out. Someone who makes their job easier. Someone who feels less of a risk in an uncertain economy.
Recruiters scan for specific things in those few seconds. We want clear proof you've done what we need you to do. We need a format that doesn't make us hunt for the important information. If I have to dig through paragraphs of fluff to figure out what you actually accomplished, I'm moving on. There are 200 other resumes waiting.
The LinkedIn Problem
The same pattern plays out on LinkedIn. About 70% of jobs are never posted publicly. This is why I teach my job seekers in Pounding Pavement 101 how to find the hidden job market.
Recruiters search using very specific strategies when they're looking for candidates. If your profile is not set up properly based on how Recruiters search, you are invisible. It doesn't matter how qualified you are. The system literally cannot find you.
Referrals are a great source for excellent hires for companies. Referred candidates get hired faster than those who apply through job boards. One referral can be worth 40 or more cold applications. Yet most job seekers spend all their time on job boards and almost no time building the relationships that actually lead to opportunities. However, still, this only opens the door. If you're marketing documents are not set up based on how Recruiters search, or, if you are not prepared for your interview based on what Recruiters are actually listening for in your responses, then it doesn't matter how many referrals you receive. We need to set you up to succeed from day one!
What Happens in Interviews
I've sat through thousands of interviews over my career. Most people answer questions by rambling. They tell me everything except what I need to hear. Hiring managers are making decisions based on whether they trust you can do the job. They're not evaluating how long you can talk without taking a breath.
Companies typically interview 6 to 10 candidates for each opening. They narrow that down to 2 or 3 finalists over multiple rounds. About 51% of job seekers receive an offer after three interviews. But you have to get to those interviews first.
Sometimes the interview process can be drawn out beyond belief! I know of one job seeker who was brought in for 11 interviews (yes, eleven, this is not a typo) and there were only 29 people in the company! I told them to run away. If the company cannot make a decision by then, think about what it would be like to work for them. No decisions would ever be made and nothing would get done.
The Bottom Line
Employers are being selective because they're scared to make a bad hire. Qualified candidates aren't showing them the right things in the right way. Companies say they can't find good people. Job seekers say nobody is hiring. Both are frustrated. Both are missing what's actually happening.
The people who get hired fast right now understand how recruiting actually works. They know what Recruiters search for. They know what hiring managers listen for in interviews. They make it easy for someone to say yes.
That's exactly what I teach my clients. It's why they're landing jobs in 3 to 8 weeks instead of 9 to 12 months. No magic formula. Just understanding the process from the inside out.
If you want to learn how to stand out in this market, let's talk. Grab time on my calendar.
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Ready to Stop Struggling and Start Succeeding?
Searching for a job can feel overwhelming, and it's easy to fall into common pitfalls that hold you back from landing your dream role.
Schedule a consultation on my calendar to discuss your unique job search situation and learn how I can help you rise above your competition, become the candidate of choice, and secure employment faster than job searching on your own.
Together, we'll develop a tailored strategy to showcase your strengths and get you hired in record time.
SCHEDULE A CONSULTATION: https://www.poundingpavement101.com
DETAILED STATISTICS of the Pounding Pavement 101 Foolproof, Job-Getting, Career-Building System: https://poundingpavement101.com/statistics
Your dream job is out there. Let's go get it together.
About Ilene Rein
Ilene Rein is on a mission to get people hired... and in record time! As an Executive Recruiter and Managing Partner at Marketing & Sales Resources, and Founder and Job Search Strategist at Pounding Pavement 101, Ilene has spent years on the inside of the hiring process, watching what actually gets candidates noticed and job offers.
After hearing countless stories of job seekers struggling for 9-12 months with endless applications and radio silence, Ilene created Pounding Pavement 101 – her Foolproof, Job-Getting, Career-Building System that teaches job seekers exactly how to market themselves with laser precision using insider recruiting secrets.
The Pounding Pavement 101 program results are incredible: Ilene's clients are getting hired 6x FASTER than job searching alone – landing dream jobs in just 3-8 weeks instead of months of frustration and saving thousands of dollars of lost income! Check out the detailed statistics.
Ilene is a sought-after speaker partnering with companies, educational institutions and organizations worldwide to provide this premium job searching expert guidance.
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