Why Are Hiring Managers Wasting Our Time When They Already Have Someone in Mind?The Illusion of Opportunity

By New Leaf Career Consulting

You find a job posting that feels like a perfect match. You tailor your resume, draft a thoughtful cover letter, complete an hour-long application, maybe even take an assessment. Then you wait. And wait. Eventually, you get the email: “Thank you for your interest, but we’ve decided to move forward with another candidate.”

Later, you learn that the person who got the job was already working there. An internal hire. A referral. A "favorite." It stings—not just because you didn’t get the role, but because it feels like your time and effort were never seriously considered.

The Problem with “Open” Searches

It’s no secret that some hiring processes are a formality. HR teams post jobs because they’re required to, even when a preferred candidate is already in mind. In many cases, internal candidates or referrals are interviewed alongside external applicants purely to meet compliance or policy requirements.

But here’s the problem: job seekers aren’t props. They’re people with hopes, bills, and limited time. When a company opens up a job search without true intent to explore diverse candidates, it sends a clear message about their values—and it's not a flattering one.

The Emotional and Professional Toll

Applying for jobs can feel like a second job. For candidates navigating a layoff, career change, or reentry into the workforce, it can be emotionally exhausting. Being strung along in a disingenuous hiring process only adds to the frustration—and chips away at morale.

Some candidates walk away questioning their qualifications or presentation when, in reality, the odds were never in their favor.

What Needs to Change

Hiring transparency matters. If a role is primarily open for internal candidates or limited to referrals, say so. Job seekers would rather focus their energy elsewhere than be used to check a box.

Additionally, hiring teams need to be trained on inclusive and ethical recruitment practices. That means evaluating all applicants equitably and communicating timelines and intentions clearly.

Final Thoughts

We’re not asking hiring managers to hire blindly. We’re asking for honesty, clarity, and respect. If a decision is already made, don’t invite people to compete for a prize that’s already been claimed.

Have you experienced this kind of job search frustration? We’d love to hear your story. Let’s talk about how to navigate this shifting landscape and take back your power in the job search.

📩 Reach out anytime at newleafcareerco@gmail.com or visit newleafcareerco.com to connect.