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The hiring process has long been considered a structured pathway from application to offer. Today, however, that pathway is shifting, and for many job seekers, what was once certain now feels unpredictable, with shifting expectations, evolving technologies and growing competition reshaping how candidates are evaluated.����

For many years, the hiring process followed a familiar pattern. Candidates submitted a resumé, spoke with someone in human resources, participated in one or two interviews, provided references and received a decision. The process wasn’t perfect, but it was consistent. There were fewer variables, which made it easier to understand what success looked like at each stage.

That consistency came, in part, from how applications were reviewed. Hiring managers and recruiters typically evaluated candidates through a hands-on approach, focusing on education, experience and references. Applicant tracking systems existed, but they were far less advanced and played a supporting role. Over time, as technology advanced and hiring demands increased, the application and interview structure began to change. What was once a straightforward hiring process has become more layered, with multiple touchpoints and expectations that can vary widely.

The hiring process today has become far less predictable — and data reflects that shift. The 2026 Career Optimism Special Report™ Series: The Illusion of Progress in Skills-Based Hiring found that more than half of the surveyed organizations lack standardized internal hiring processes, underscoring how inconsistent hiring has become not just across industries but within organizations themselves.

Technology is a big part of that change. Applicant tracking systems have become more sophisticated, and many organizations now rely on artificial intelligence to screen candidates and manage large volumes of applicants. But AI isn’t necessarily being used uniformly. Companies can apply this technology in varying ways, leading to different outcomes for candidates.

The interview process has also expanded. What was once a relatively straightforward sequence — a screening interview with human resources, an interview with the direct manager, possibly a final discussion with a higher-up — can involve many more rounds, including panel interviews and presentations. For job seekers, this can make it harder to know what to expect or how to prepare. The hiring process for one role at a company doesn’t always translate to another.

At the same time, the volume of applications has increased significantly. The 2026 “Illusion of Progress in Skills-Based Hiring” study found that job applications rose by 23% in a single year, putting pressure on systems that aren’t necessarily designed to handle that level of demand. In some cases, employers receive hundreds of applications for a single role, making it more difficult to evaluate candidates consistently.

Trends are also shifting toward skills-based hiring, at least in name. In a 2023 survey of 1,000 hiring managers by Intelligent.com, 53% of hiring managers removed the bachelor’s degree requirement for some roles over the preceding year. In theory, that opens the door to a wider pool of talent. In practice, many organizations haven’t clearly defined what replaces those traditional benchmarks, making the process feel less structured.

It’s also worth considering how meaningful dropping the requirement from job descriptions is. In 2023, Burning Glass Institute published a study performed with Harvard Business School called “Skills Based Hiring: The Long Road From Pronouncements to Practice.” After examining 11,300 roles at large firms, its authors concluded there had been only a 0.14% increase in hiring candidates without degrees.

Even when companies do interview candidates without degrees, a gap shows up in how those candidates are evaluated. More than half of organizations say resumés don’t effectively capture a candidate’s skills, even as those same skills are becoming more important in hiring decisions. At the same time, more than half of workers say they’ve been passed over for roles they felt qualified to fill. It’s a disconnect that suggests the issue isn’t always a lack of ability but rather how that ability is recognized.

Between evolving technology, the rise in applications and the shift toward skills-based positions, the hiring process isn’t exactly broken, but it is changing rapidly. And workers need to prepare.

As the hiring process becomes more complex and less predictable, job seekers may need to take a more intentional approach to their job hunt. Rather than applying to a multitude of jobs, focusing on fewer roles and tailoring each application to the specific position may lead to stronger results.

While it may seem like technology has made it harder to get noticed, there are some ways in which it can be used to a job seeker’s advantage — most notably through online networking. Sites such as LinkedIn^® are much more than simply job boards. They’re a place to showcase your work, share ideas and engage with others in your field. Posting think pieces, adding content to your portfolio and celebrating others’ achievements bring attention to your profile.

It’s also important not to forget about old-fashioned networking. While industry events are a great way to connect with others in your field, grabbing a cup of coffee with a former co-worker can be just as valuable. These one-on-one interactions are a natural way to maintain relationships and discover opportunities that may not be publicly advertised.

The hiring process is likely to feel the effects of technology even more profoundly, particularly as AI affects screening of candidates and streamlining of early-stage decisions. The growing emphasis on skills may also affect how candidates present themselves. Rather than relying solely on titles or credentials, job seekers can showcase what they can do in clear, tangible ways. The flip side to that puts an unusual burden on organizations that move in this direction. They will need to find clear, consistent ways to evaluate candidates.

LinkedIn will likely continue to play a key role in the future of hiring. Staying active on it can help build a more complete picture than a resumé alone. The site is often one of the first places employers look to get a sense of your professional skills and network.��

As the hiring process continues to evolve, ������ý’s career services provides ongoing support, helping students and alumni navigate each stage of their job search with confidence. From personalized career coaching to practical tools and insights, the following resources are designed to help individuals strengthen their professional presence and approach their job search with confidence:

• Career Services for Life^®��commitment: Available to UOPX students and graduates, this offering comprises complimentary career coaching, including guidance on how to build a personal brand and write a resumé.
• Free career resources: Browse a range of downloadable guides and templates to help you optimize your LinkedIn^®��profile, get ready for a job interview and write a resumé and cover letter.
• : Get career insights every week via UOPX’s LinkedIn newsletter.
• Career-focused webinars: Explore a repository of webinars produced by UOPX, including ones on the future of work and how to create an effective job search.
• Degrees of Success™ podcast: Listen to stories and insights from alumni who’ve risen in their careers and helped shape their industries.

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