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How to Make Your Hiring Process Modern: Challenges and Insights

By May 30, 2024No Comments
People interviewing a candidate in an article about modern hiring practices

In today’s rapidly evolving job market, nearly half of all employees are considering a job change within the next six months. This statistic, revealed in Greenhouse’s 2024 Candidate Experience Report, underscores a significant shift in workforce dynamics. However, despite an undependable job market outlook—71% of respondents feel confident about job opportunities—many candidates continue to encounter poor hiring practices that hinder their career progression.

The Prevalence of Bias in Hiring

Greenhouse’s report, which surveyed 1,200 job seekers in the U.S., highlights a troubling increase in discriminatory interview questions, with 54% of respondents experiencing bias, up 20% from the previous year. The most common discriminatory queries involve age, race, and gender. Such experiences lead one in five candidates to reject job offers, indicating the substantial impact of first impressions during the hiring process.

Challenges in the Hiring Process

The journey to securing a job is often marred by a lack of transparency and communication from potential employers. Over half of the candidates reported discrepancies between job descriptions and actual responsibilities. Furthermore, the flattery during interviews frequently does not match the offered salary and position, leading to disillusionment. The prolonged multi-stage interview processes also add to candidate frustration, with most preferring no more than two to four interviews.

Daniel Chait, co-founder and CEO of Greenhouse, stresses that companies need to streamline their hiring processes and be clear about job roles to attract and retain top talent. Misleading candidates not only damages a company’s reputation but also impacts its ability to secure the right talent, which is critical for growth and success.

The Role of DE&I in Hiring

Diversity, Equity, and Inclusion (DE&I) remain pivotal for candidates, with 65% considering a company’s commitment to these principles before applying. Job seekers look for diverse leadership, positive DE&I mentions in employee reviews, and benefits that promote equity, such as remote work options and comprehensive healthcare. Companies that fail to demonstrate a genuine commitment to inclusivity risk losing potential employees to more progressive competitors.

Impact of Company Culture on Candidate Decisions

Group of happy employees in an article about advice on hiringThe culture of an employer significantly influences candidate decisions, with 76% of job seekers swayed by the organization’s external brand and culture. Negative perceptions of an employer, often fueled by public criticism, can deter applicants. Moreover, the lack of communication during the hiring process, commonly referred to as ‘ghosting’, continues to be an issue, although it has seen a 22% decrease from the previous year.

Carin Van Vuuren, Chief Marketing Officer of Greenhouse, points out that the treatment of candidates during the hiring process reflects the organization’s culture. Effective communication and respect for candidates’ time are crucial in fostering a positive image and encouraging future applications.

Technological Advances and Candidate Concerns

As hiring processes increasingly incorporate technology, 43% of candidates have experienced automated, one-way interviews. While AI and automation can streamline hiring, 25% of job seekers believe these technologies make it harder to stand out. Concerns about AI biases, which might overlook qualified candidates, are also prevalent.

Additional Insights from the 2024 Candidate Experience Survey

The comprehensive data collected by Greenhouse also uncovered several key trends and concerns among job seekers that complement the main findings of the report. Here’s a bullet list of additional noteworthy insights:

  • Remote Work Preferences: A significant 58% of candidates expressed a strong preference for positions offering remote work options, highlighting the ongoing shift towards flexible work environments post-pandemic.
  • Importance of Career Advancement: 62% of respondents indicated that clear paths for career progression are crucial when considering new employment opportunities. Lack of advancement opportunities is a major deterrent.
  • Employer Branding: 47% of job seekers researched their potential employer’s social responsibility commitments, such as environmental policies and community involvement, which influenced their decision to apply.
  • Application Process Complexity: 34% of candidates reported that overly complex or lengthy application processes discouraged them from completing job applications. Simplicity and clarity in the application process are highly valued.
  • Impact of Economic Conditions: Economic uncertainty has made 49% of job seekers more cautious about changing jobs, preferring stability over potential benefits of a new role.
  • Expectations for Benefits: Health benefits, flexible hours, and mental health support are among the top benefits candidates look for, with 69% ranking them as more important than salary increases.
  • Use of Social Media in Job Search: 55% of candidates used social media platforms to get insights into organization culture and employee satisfaction, which significantly impacted their willingness to pursue a job with those companies.

These findings underscore the diverse factors that candidates consider when evaluating potential employers and emphasize the importance of holistic, candidate-centric approaches to hiring.


The insights from Greenhouse’s 2024 Candidate Experience Report serve as a critical reminder for employers to reevaluate their hiring practices. Emphasizing fairness, transparency, and efficiency in the hiring process can significantly enhance candidate experience. As organizations strive to adapt and grow in a competitive market, understanding and addressing the concerns and preferences of job seekers will be key to turning talent into a strategic advantage.


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The information contained in this article is not a substitute for legal advice or counsel and has been pulled from multiple sources.


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