Recruiter Reveals What Really Goes On During Hiring Process

The job market in 2026 is highly competitive, with an average of 242 applications per opening. Referrals, though only 2% of applicants, account for over 11% of hires. Sho Dewan, host of The Work Hotline, addresses the current challenging job market, emphasizing that it's not the job seeker's fault but rather a systemic issue. The US currently has 6.9 million job openings, but a record high unemployment rate means each role attracts significantly more applicants. This high volume is why many job seekers aren't hearing back. Relying on cold online applications is proving ineffective, with only a 0.1% success rate for job offers. In contrast, referrals are 35% more likely to convert into offers. Hiring managers are increasingly favoring candidates they know over sifting through numerous unsolicited applications. This shift has extended the average job search to five months, leading to significant mental health strain for 72% of job seekers. Even top candidates are struggling. The key to success in this market, according to Dewan, lies in a strategic approach rather than sheer volume. Positioning oneself effectively—clarifying what you do and how you can help an employer—is more crucial than applying to many jobs. Building relationships is paramount; even one warm introduction is more valuable than dozens of cold applications. Visibility and personal branding are also essential. When hiring, Dewan looks beyond the resume to LinkedIn profiles, portfolios, and demonstrated experience, prioritizing visible candidates. Charlene, a caller, describes applying to over 80 jobs in three months with tailored applications and cover letters, yet facing ghosting or quick rejections. Dewan advises her to pause her cold applying strategy, get feedback on her resume, and focus on a specific type of role and company. He stresses that "less is more" and being strategic is key. Robert, with seven years of experience, feels stuck in mid-level roles, competing with more experienced candidates. Dewan acknowledges this "awkward middle" and suggests Robert clarify his career goals—whether it's a managerial position or skill development. He recommends focusing on an internal path first, discussing promotion prospects with his manager, and observing what successful senior managers do. Simultaneously, Robert can continue a measured job search. The overarching message is that the job market has changed, and it's important to adapt. Job seekers should not be overly hard on themselves, keep options open, focus on developing skills, and have a clear direction for their career.