If you’ve ever been on the job hunt, you know it’s not for the faint of heart. Research consistently ranks job loss and job searching among the most stressful life events, right up there with losing a loved one, divorce, or facing a serious illness.
For candidates, the process can be daunting:
• Tailoring their resume for each individual role
• Navigating robot-like applicant tracking systems (ATS) that require keyword mastery over human connection
• Following up without seeming pushy (“Am I doing too much or too little?”)
• Second-guessing every move while worrying about how to pay the bills
That’s the emotional reality on the other side of your job posting.
Why hiring often stalls (and frustrates everyone).
The thing is, most hiring managers don’t love hiring. It’s not why you got into your role. You were hired to lead marketing, design campaigns, launch products…not to screen resumes or navigate interview schedules.
Many managers aren’t trained hiring professionals, so the process can feel overwhelming:
• You’re unsure what interview questions will actually uncover the skills you need
• You second-guess your choices mid-process
• You juggle deadlines while trying to “fit in” interviews
• You delay decisions because hiring feels like a project that can wait
The result? A slow, communication-light process that frustrates candidates and ultimately damages your brand’s reputation.
When companies go silent, it’s not just disappointing, it’s demoralizing for candidates. Ghosting sends a clear message, even if you don’t mean to: “We don’t value your time or interest.”
And yes, I know how it goes: hiring plans change mid-process. Needs are redefined. Budgets shift. But if you’ve engaged a candidate—especially if you’ve asked them to complete a project, submit a work sample, or take an assessment—you owe them a response.
Added Challenges
The hiring world is already filled with enough frustration:
• Evergreen jobs posted to gather resumes when no role exists
• HR teams sourcing without truly understanding the hiring manager’s needs• Hiring managers with little guidance on what a good hire looks like
• Spam, spam, and more spam clogging everyone’s inbox
Candidates already expect a certain amount of frustration in the process. You don’t want to add to it.
The Fix: Thoughtfulness + Speed
Hiring great people doesn’t require 10 rounds of interviews and feedback from every single team member. It requires clarity on:
• Who the real decision-maker is
• What skills and attributes matter most
• How quickly you can move before top talent moves on
Couple that with clear, timely, human communication (even if it’s a “not right now”), and you’ve instantly elevated your employer brand.
At Portfolio Creative, we’re more than recruiters—we’re hiring partners and advisors. We:
• Ask thoughtful questions to truly understand your needs
• Advise on what interview questions will get the best insights
• Guide you through a process that’s fast, clear, and respectful of everyone’s time
• Help you make confident hiring decisions without overcomplicating the process
• And keep everyone engaged and informed along the way
We make the experience enjoyable for every candidate and hiring manager, because every opportunity for interaction is important.
In today’s talent market, your reputation is part of your recruiting strategy.
Want to continue the conversation or find the right talent you’ve been looking for?
Connect with Jamie and let’s get creative!
