The Hiring Disconnect: Why Companies Keep Losing Great Talent
By Shera L. Haliczer
Hiring is broken. If you’ve been on the job hunt recently, you’ve probably felt it firsthand.
I’ve always said, people hire the way they date. And the more I think about it, the more I realize we’ve built hiring to follow the same steps as dating.
Hiring is Just Like Dating — And That’s a Problem
👀 The First Interview = The First Date
It starts casually — a coffee or a drink. We’re feeling each other out. Do we vibe? Do we want to see each other again? It’s light, low stakes, but if it goes well, we take the next step.
🍽 The Second Interview = The Dinner Date
Now, we’re getting serious. The conversation is deeper. We’re learning more, asking bigger questions. Maybe we even start imagining what a future together could look like.
🧐 Meeting the Hiring Manager = Meeting the Best Friend
This is the make-or-break moment. If the best friend (aka hiring manager) doesn’t approve, this isn’t going anywhere. One bad meeting can kill the entire connection.
🏡 Final Round = Meeting the Parents (aka the Team)
If we’ve made it this far, we’re serious. The team (aka “the parents”) needs to weigh in. Do they like you? Do you fit in? Everything is riding on this.
🎉 The Offer = We’re Exclusive!
Boom. You made it. You’ve defined the relationship (aka accepted the offer). Exciting, right?
But here’s the problem: Are we using the same bad interpersonal habits from dating… in hiring?
📌 Are we bringing bias into our hiring process — just like we do in dating?
📌 Are we “swiping left” on great candidates too fast, just like on dating apps?
📌 Are we ghosting people instead of having real conversations?
📌 Are we too disconnected to actually build trust?
The Cost of a Broken Hiring Process
Companies say they want the best people. They post jobs, hold interviews, and talk about culture and values. But when great talent shows up? They hesitate. They overthink. They reject.
🚨 “You’re too experienced.” (So, expertise is a problem now?)
🚨 “You might get bored in this role.” (And…?)
🚨 “We’re looking for something else.” (But what exactly?)
It’s the paradox of choice. Companies claim they want the perfect match, but when they find someone qualified, they convince themselves there must be someone better.
And in the process? They lose.
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✅ They lose top talent to companies that actually recognize value.
✅ They lose credibility with job seekers who feel strung along.
✅ They lose long-term business success by hiring for “culture fit” instead of impact.
The Real Impact of Bad Hiring Practices
If your hiring process is broken, your engagement, retention, and culture suffer. A bad candidate experience doesn’t just affect job seekers — it shapes how employees feel about your company from day one.
📌 9% of employees leave due to a bad onboarding experience. (B2B Reviews)
📌 Only 29% of new hires feel prepared and supported in their roles. (StrongDM)
📌 Employees who have a poor hiring experience are twice as likely to disengage. (Thirst.io)
And if the hiring process itself is cold, chaotic, and impersonal, what does that say about the actual workplace?
The Future of Work Starts with Better Hiring
I’m a tennis player. And when I play, I always want to compete with someone better than me. Maybe I’m just competitive, but I know that surrounding myself with the smartest and the best makes me better.
When I’ve built teams, I’ve always looked for people who bring more than I can — regardless of the role. As a leader, I want to see my people thrive and grow — not keep them down.
It’s exciting to be around the best — it pushes everyone to the next level.
And that’s why my recent experience shows me that this leader, this organization, really doesn’t get it.
The REAL problem with companies today? They aren’t hiring people who challenge them. They’re either too threatened or don’t know how to lead.
🚨 The Future of Work isn’t just about technology. It’s about leadership that knows how to hire, engage, and retain the right people.
So, What Needs to Change?
📌 Stop overcomplicating hiring. If a candidate is overqualified, see that as an opportunity — not a threat.
📌 Give real feedback. Ghosting and vague rejections erode trust in your brand.
📌 Recognize potential. The best hires aren’t always the “perfect fit” on paper.
And most importantly? Hire for the future, not for the past.
Let’s Talk About It
💬 Have you ever been rejected for being “too experienced”?
💬 Have you seen companies hesitate and miss out on great talent?
💬 How do we fix this broken hiring system?
Drop a comment below, and let’s push this conversation forward.
📌 Want to work with a partner who helps companies make better hiring decisions and build teams that thrive? Let’s talk. Engage3P specializes in HR, Organizational Change Management, and leadership solutions that actually work.
💡 Follow Engage3P on LinkedIn: Engage3P LinkedIn Page
🌍 Learn more at engage3P.com
#Hiring #FutureOfWork #Leadership #EmployeeEngagement #WorkplaceCulture #JobSearch
