I’ve spent the last two weeks applying for a dozen roles. Tailoring each resume, crafting personalized cover letters, reaching out on LinkedIn, and even hitting inboxes when I can find email addresses. It’s a painstaking process, but one I commit to because I know the importance of standing out in today’s job market.

The Hiring Process: A Broken Communication Standard

I heard from one hiring manager, and the response was kind. They informed me that an offer was already out for the role, but the posting remained active. It was an honest take on the status of the role; this isn’t just about one interaction—it’s a reflection of a larger issue.

Roles stay posted even when they’re practically filled, leaving candidates in limbo. If you’re not actively considering more applicants, why keep the listing up? This ambiguity only adds to the frustration and uncertainty that job seekers face.

The Facebook Marketplace of Job Postings

You know that feeling when you find the perfect item on Facebook Marketplace, only to realize that someone sold it before you reached out, but they didn’t mark it as sold? That’s exactly what the job application process feels like right now.

Roles stay posted long after they’re filled, leaving candidates like me—and countless others—in a state of limbo. Why not take them down? Why leave us guessing? This lack of a communication standard (candidate experience commitment) only adds to the frustration and uncertainty. If your company isn’t truly open to new applicants, do us all a favor and mark the role as “filled.”

Where Is the Accountability?

We keep talking about candidate experience, but it’s still a one-way street. Companies expect applicants to jump through hoops, but where’s the communication standard (candidate experience commitment) for candidates? Why aren’t we emphasizing the need for talent acquisition teams to communicate clearly, timely, and respectfully?

• Acknowledgment of applications: A simple confirmation that you’ve received it.

• Clear timelines: If you’re not moving us forward, tell us. If you’re interested, tell us. It’s not rocket science.

• Timely rejections: Why is it so hard to let candidates know where they stand?

The Disrespect of Silence

Talent acquisition is supposed to be about people, right? But when did it become acceptable to treat applicants like they’re disposable? This isn’t just a tech or game industry issue; it’s a widespread problem that reflects a lack of respect for job seekers as human beings; if you’re dealing with a layoff, here’s a guide to help you navigate this challenging time.

You know what it feels like to be ghosted after an interview, or worse, after pouring hours into an application only to be met with radio silence (read more about why ghosting is such a pervasive problem here.) It’s disheartening, it’s disrespectful, and frankly, it’s disgusting. If you’re not going to consider someone, at least have the decency to tell them.

What Needs to Change?

Let’s stop pretending that this is just how it is. We need an industry-wide commitment to clear, transparent communication. It’s time to demand more from talent acquisition:

• Response within 7-10 days: If you’ve applied, you deserve to know where you stand.

• Honest communication: If the role is no longer available, take it down. Don’t string candidates along.

• Respect for effort: Every tailored resume, cover letter, and follow-up deserves acknowledgment, not silence.

Talent acquisition professionals, what are you doing? If you’re not willing to respect candidates’ time and effort, you’re in the wrong field. We deserve better.