Hiring managers everywhere seem to be asking the same existential question: Where did all the good candidates go? It’s like a bad rom-com plot. You’re holding out for “the one,” but they’re nowhere to be found. However, before blaming the entire talent pool, let’s take a hard look at the hiring process. Spoiler alert: It might not be them—it might be you.

1. The Job Description Was Written by a Robot (or a Lawyer)

If your job posting reads like a 10-page legal contract, candidates will run for the hills. Lists of “requirements” that are longer than holiday wish lists aren’t helping. “Must have 15 years of experience with a software that’s been around for 5”? Come on.

Example: If the role needs “ninja-level” anything, candidates are rolling their eyes, not updating their resumes.

2. Your Hiring Process Resembles an Olympic Event

If your interview process involves three rounds of Zoom calls, a full-day in-person assessment, a personality quiz, and a test of obscure trivia, it’s no wonder candidates vanish. Job seekers want a job, not a decathlon.

Fun Fact: Asking someone to “solve this Rubik’s Cube before explaining how they’d handle Q4 budgeting” is a bit much.

3. You’re Searching for a Unicorn (on a Budget)

Sometimes, it’s not that the candidates are bad—it’s that you’re seeking an impossible combination. You want a seasoned executive with 25 years of experience, willing to work for entry-level pay, who can also juggle flaming swords. Spoiler: They don’t exist.

Pro Tip: Lower the expectations or raise the salary. Simple math.

4. Candidates Are Exhausted by Endless Ghosting

Here’s a harsh truth: Candidates are tired of applying and never hearing back. The job hunt is draining, and being ghosted after three interviews is soul-crushing. Companies that treat candidates like disposable options will soon find themselves at the bottom of the resume pile.

Real Talk: If you want good candidates, treat them like gold, not like spam folders.

It’s easy to blame a lack of good candidates, but sometimes the problem is a broken hiring process, not the talent pool. Make the process fair, respectful, and realistic, and you’ll start seeing better results. Remember, hiring is a two-way street—and if you’re still waiting for perfection, you’ll be waiting a long time.

And hey, if you need help finding those elusive unicorns, Incognito Careers is always here to help.