2024: A Year of Challenges for Job Applicants and Hiring Teams
This year has been anything but smooth for those navigating the job market or recruitment processes.
The sheer volume of applications—especially for sought-after roles offering flexibility or remote work—has overwhelmed hiring teams. Review times have stretched out, and candidates often face prolonged silences or, in some cases, complete ghosting after interviews. This not only leaves applicants feeling undervalued but also reflects poorly on the organisation’s professionalism.
Tighter budgets have added another layer of complexity. Many organisations, hoping to save money, have avoided engaging with trusted, fairly priced recruitment partners. Instead, they’ve spent months unsuccessfully attempting to recruit internally, often at a greater long-term cost.
The Human Cost of Mismanaged Hiring
Candidates have borne the brunt of these inefficiencies. Many have been disheartened by delays and rejections—or worse, biased dismissals based on misguided assumptions like equating career gaps with incompetence or underestimating disabled candidates. When faced with mountains of applications, inexperienced hiring teams have often resorted to harsh filtering methods, unintentionally sidelining talented individuals and narrowing the pool of exceptional hires.
On the flip side, candidates haven’t always helped themselves. The scattergun approach of sending out countless generic applications—often riddled with typos or AI-generated content—has become alarmingly common. These applications, lacking personalisation or effort, rarely stand out. A quality-over-quantity mindset is essential: your CV and cover letter are your chance to demonstrate your communication skills and show how you meet the role’s needs. A well-crafted application will open doors far more effectively than a rushed one.
Refocusing on People
To tackle these challenges, it’s time to shift the focus back to people.
For candidates, the key is aligning with organisations whose values match your own. The best career move I ever made was to Bamboo, where the team created a role specifically for me because we shared a mutual vision. While I had offers from other teams with attractive packages, their values didn’t quite align. For me, inclusion and honesty are non-negotiable.
When preparing for interviews, go beyond the surface. Ask questions that probe a company’s culture, values, and ethics. Pay attention to how people respond—do they answer clearly, or do they evade the topic? Staying true to your own principles will always pay off in the long run.
For hiring managers, creating an inclusive and supportive environment is paramount. Focus on finding people who align with your values and nurture your workplace culture. Skills can be taught, and experience can be gained—but a strong values match is invaluable. Whenever possible, consider upskilling candidates who show the potential to thrive within your team.
The Power of Positive Collaboration
There’s nothing more rewarding than working with great people. This year, I’ve had the privilege of partnering with teams that have mastered the art of attracting and retaining talent—teams that understand the importance of fostering a thriving workplace culture. By prioritising values and creating an environment where everyone can excel, they’ve built a foundation for long-term success.
If you’re setting resolutions for a brighter 2025, one of the best steps you can take is surrounding yourself with positive, inspiring people. Working alongside colleagues who share your vision and values will help you be at your best—and ensure you’re part of a team that lifts each other up.
After all, as Gandhi said, “Be the change you want to see in the workplace.”
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2024 has been a rough year for job applicants and hiring teams.
Hundreds of applications for any good roles going, especially if flexible or remote.
Overwhelmed hiring teams have had to take longer to review applications and have often not delivered the ideal candidate experience.
Squeezed budgets have led to some organisations spend months failing to hire, believing this will work out cheaper than working with a trusted, fairly priced recruitment partner.
Applicants have been left without response for weeks, sometimes never even hearing back after an interview. This leaves applicants feeling bruised and gives a poor image of the organisation.
Many great candidates have been overlooked, discounted by bias or presumptions such as career gap = not a good candidate or disabled = less competent. There's temptation among inexperienced hiring teams to be brutal when faced with mounting piles of applications but you're actually just discriminating and limiting your options for great hires.
Too many candidates have been making poor quality applications, believing the scattergun approach might be the way to get an interview. Typos on CVs, generic cover letters, often AI generated and with little or no reference to the person or job in question are prevalent and will get you nowhere.
Your application is your chance to show your communication skills (required in just about any role) and present how you have what's necessary for the job. Sloppy applications don't show this and quality over quantity will save you time and get you opportunities much faster!
My advice to help with all of these trends is to focus on the people you want to work with.
Candidates -
The best move I ever made was to Bamboo. I took time to find a team I really wanted to join. The feeling was mutual and Graham and Tim created a new role for me. It's worked out 😊
Other teams I spoke with had excellent offers but the values didn't quite align. For me, inclusion and honesty are non negotiable.
Stay true to your values, anything else can be adjusted.
Have questions prepared for your interview panel and probe the values/ethics/culture side.
Notice how people evade answering questions by talking 'around' the topic instead of just answering.
Hiring Managers -
Focus on creating an inclusive and welcoming environment and hire the people who will help nurture that. Skills can be taught, experience can be gained. Wherever possible and practical, allow for some upskilling for the best person who shares your values and has enough background to work with.
I genuinely see the benefits of working with great people and ensuring everyone enjoys the journey. There's nothing quite as exciting and rewarding than working with people at their best, finding hidden potential and matching up minds that will complement each other and fuel team development.
This year, I've had the pleasure of working with some absolutely delightful, successful and happy teams that have high standards but also know how to attract and retain excellent people with the values and work ethic needed for a thriving workplace culture and to bring out the best from everyone.
If you asked Santa for a great 2025 and plan resolutions to be more positive, I cannot recommend enough that you surround yourself with positive and inspiring people! Be at your best and know that your colleagues are there with you!
Be the change you want to see in the workplace (inspired by Ghandi! ;))
