We’ve Got More Tech Than Ever—So Why Does Hiring Still Suck?

4 trends that could actually fix it (maybe)

We’ve never had more technology and tools to make good hiring decisions than we do today. That is true.

YET.

It has never been a worse experience for both candidates and hiring teams than it is right now. That’s also true.

Somehow, with more automation, more AI, and more “smart” platforms than ever before, the whole process feels dumber. Candidates get ghosted after six interviews. Recruiters get buried under 600 nearly identical resumes. Hiring managers blame everyone but themselves. No one’s having fun.

We’ve reached a point where both sides of the equation, employers and job seekers, are being crushed by the very tools meant to save them. It’s the classic “too much of a good thing” situation, except instead of chocolate cake, it’s automated sourcing bots and keyword-matching algorithms.

As we wade through the chaos that is 2025, Talent acquisition is heading into some uncharted territory. Here are four trends I see happening this year:

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1. AI Agents Are Coming for Your Entry-level Recruiting Jobs

If your job involves scheduling interviews or finding candidates on LinkedIn using the same search string 50 times a day…well, I have some bad news.

AI agents are coming for that work — and honestly, it’s not a terrible thing. We’ve already seen companies trying to replace expensive humans (and yes, especially expensive Americans) with automation. Sourcers, schedulers, and assistants are prime candidates for a full-blown bot takeover.

But here’s the catch: people still want to talk to people, especially when they’re making major life decisions like, oh, I don’t know, their next job. AI can handle the busy work, but trust? That still requires a heartbeat.

Think of these AI agents as interns who never need lunch breaks. They can do a lot, but you wouldn’t put them in charge of the final interview.

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2. Tech Consolidation Is Inevitable (And Honestly Welcome)

Every HR tech vendor with a pulse seems to have pivoted to AI in the last 18 months. There are platforms for sourcing, for screening, for interviewing, for writing rejection emails that sound “friendly but firm.” And a bunch of them are built on the exact same foundation—just dressed up in different branding.

At some point soon, the bigger fish are going to start buying up the smaller ones (or crushing them with their broader reach and better service models). This isn’t a tragedy. This is the market doing its job.

We’re not headed for a world with one universal talent platform, but the days of 47 disconnected hiring tools duct-taped together by your People Ops team are numbered. At least, let’s hope.

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3. Skills Over Resumes—But With a New Twist

Yes, we’ve all been saying “skills over resumes” for years. But now it might actually stick.

Why? Because resumes have become SEO projects. Candidates are stuffing them with keywords like “strategic,” “collaborative,” and “AI”—not because they mean it but because they know that’s what the ATS wants. It’s not about truth. It’s about algorithms.

We’re moving into a world where the skills you actually have (not just the ones you list) are going to matter. Expect more companies to layer in assessments, simulations, and behavioral insights—plus tools that help candidates showcase skills that aren’t easy to summarize in bullet form.

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4. Being Human Might Be the Ultimate Differentiator

This one’s my favorite.

Because hiring has become so transactional—so automated, so robotic—the companies that actually show empathy and treat people like people will stand out. In a big way.

We're already seeing employer branding shift. Instead of just shouting about growth opportunities or taco Tuesdays, the best companies are starting to promise something simple: we will treat you with respect—whether or not you get the job.

It’s a low bar. But in this market? It’s a power move.

And when the economy picks up again (don’t worry, it will), candidates will remember who treated them like humans… and who made them feel like applicant #673.

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The Bottom Line

We have too much tech, not enough trust, and everyone’s exhausted. But maybe, just maybe, the next evolution of TA isn’t just better tools, it’s better priorities.

Yes, AI will take on more grunt work. Yes, some vendors will merge or disappear. But the teams that will actually win in the next wave of hiring are the ones that balance the bots with a little humanity.

More listening. More transparency. More actual connection.

Mike Wood is Talent Acquisition Analyst and Executive Community Leader at HR.com.