Feeling like the hiring process is stacked against you? You’re not alone.
You tailor your resume, apply on time, and meet all the qualifications—yet, you hear nothing back. Meanwhile, someone seemingly less qualified lands the role. It’s easy to wonder: Is the hiring process rigged?
The truth? It’s not rigged, but it is flawed—often in ways that feel just as discouraging. As someone who’s built and studied hiring systems, I want to walk you through what’s really going on behind the scenes—and what you can do about it.
1. Applicant Tracking Systems (ATS) May Filter You Out Prematurely
Most large companies rely on applicant tracking systems (ATS) to sort resumes before any human sees them. In fact, Jobscan reports that over 98% of Fortune 500 companies use ATS software.
These systems scan for specific keywords and formatting. If your resume doesn’t align with those requirements, it might be rejected automatically—even if you’re qualified.
What you can do:
Use a clean, ATS-friendly resume and tailor it to each job using keywords from the job description. Tools like Jobscan’s Resume Scanner can help you test and improve your resume for ATS compatibility.
2. Referrals and Internal Candidates Often Have an Edge
Internal applicants and referrals tend to be reviewed first. According to Jobvite’s 2022 Sourcing Hacks report, referrals remain one of the top sources of quality hires—and they move through the funnel faster than unknown applicants.
It’s not necessarily favoritism. Referrals are seen as lower-risk because someone inside the company has vouched for them.
What you can do:
Don’t just apply blindly—network. Reach out to people on LinkedIn who work at companies you’re targeting. Even a short, polite message can make a difference and increase your visibility.
3. Unconscious Bias Still Shapes Decisions
Even with structured interview guides, bias still affects hiring. Many hiring decisions are influenced by gut feelings, perceived “fit,” or unconscious preferences.
Harvard Business Review notes that even well-intentioned organizations struggle to eliminate bias, and many diversity initiatives fall short of producing meaningful change.
What you can do:
You can’t control someone’s bias, but you can control how clearly you present your value. Use results-based language in your resume and interviews. And when possible, seek out companies known for inclusive, structured hiring practices.
4. Some Job Postings Are Formalities
Sometimes the job was never really open to the public. Companies may be required to post a role externally—even if they already have an internal candidate lined up.
This can make candidates feel misled, especially if they poured time into the application. It’s not common everywhere, but it does happen—especially in government, higher education, and internal promotions.
What you can do:
Focus your energy on roles with a genuine path forward. If a posting disappears quickly or reappears with slightly different language, it may not be worth your effort. Prioritize companies that treat applicants with transparency.
5. Poor Communication Makes It Worse
One of the most demoralizing aspects of modern hiring is the lack of feedback. Ghosting is common. Rejections are often generic, if they come at all. And the longer the silence, the more job seekers start imagining the worst.
But this isn’t always about you—it’s often about bandwidth. Recruiters may be handling dozens of roles at once, with limited time to follow up.
What you can do:
Follow up once, politely. Then move on. The hiring process is often chaotic behind the scenes. Reframe silence not as rejection, but as a sign to redirect your energy elsewhere.
So… Is the Hiring Process Rigged?
Not exactly. But it’s deeply imperfect. Between automation, internal bias, broken feedback loops, and the favoritism baked into referral systems, it’s no surprise candidates feel disillusioned.
The process isn’t designed to hurt you. But it’s not necessarily designed to help you either.
What You Can Do to Level the Playing Field
If you’re feeling defeated, try this approach:
- Tailor your resume to each job and test it through ATS tools like Jobscan.
- Apply early—ideally within the first 24 hours.
- Leverage your network to get past the black hole.
- Choose companies carefully—look for those known for transparency and inclusion.
- Treat each application as practice, not proof of your worth.
Knowledge won’t fix every flaw in the system, but it will put more power back in your hands.