The Gauntlet - The Hiring Process is Broken

Ruby Sturt

Alright, so, picture this—you’re job hunting. You send out a few resumes, right? Maybe five, ten. Some polite rejections, a few interviews, and then... radio silence.

Ruby Sturt

But then, one company finally gets back to you. You’re thrilled. Progress! And they say, “Congratulations, you’ve made it to the next round.” You think, “Next round?” That’s fine, no problem, you’ve got this.

Ruby Sturt

Except that next round turns into three rounds. Then five. Then it’s like... what’s happening here? A mini-Olympics?

Ruby Sturt

Three to five interviews a week. Some of them are with the same company. Different panel, same questions. How many ways can I answer, “Where do you see yourself in five years?”

Ruby Sturt

And honestly, it feels less like interviewing for a job and more like training for one. By the end, you’re already doing the work without being paid! It’s exhausting, you know?

Ruby Sturt

I heard this story the other day about a guy who had to prep for five—you heard that right, five—panel interviews. Hours of researching the company and the interviewer, mock interviewing, even learning some random skill just in case they asked about it. And then... nothing. Not a word. Like, hello? Did he pass? Fail? Did anyone even take notes?

Ruby Sturt

Let’s talk about panels, yeah? You sit there, looking at that Brady Bunch grid of faces on Zoom—if it’s remote—or in some corporate boardroom that smells like... bad coffee and stress. There’s four other people who weren’t there last time. And you’re like, “Wait, why am I introducing myself - again?”

Ruby Sturt

And and it’s not just one round. No, no. These panels come back. Like boomerangs. One day, it’s, “Hello, this is the product team.” Then the marketing folks. Then finance! At some point, you’re just waiting for the janitorial staff to show up and ask you about your five-year plan.

Ruby Sturt

Here’s the kicker—same questions, every single time. “Tell us about yourself,” “What’s your biggest weakness?” Like, didn’t I just answer these for Rick and Susan on Tuesday? You start to wonder, are they running out of questions, or—or do they just not trust Rick and Susan’s notes?

Ruby Sturt

There was this one guy I heard about—poor lad had to go through seven separate interviews for an entry-level job. Seven. That’s a week’s worth of interviews! And the job wasn’t even rocket science; it was data entry or something routine like that. I mean, come on, what are you assessing at that point? His typing speed in different lighting conditions?

Ruby Sturt

And think about it, right? All that time, all that energy, just to be asked the same things over and over again. It’s like they’re testing your stamina, not your skills. No wonder people are burnt out. It’s, like, you’re not even working there yet, and already you feel undervalued.

Ruby Sturt

Alright, we’ve covered the gauntlet of endless interviews and the hurricane of redundant panels. Now let’s talk about something that ties it all together: corporate cowardice. Yeah, I said it. It’s that inability, or maybe just unwillingness, to make hiring decisions without a whole choir of approvals.

Ruby Sturt

Think about it. Back in the day, a manager would meet with you, maybe ask a few tough questions, and boom—they’d hire you on the spot if you fit the bill. Now? Oh, no, no, no. Managers today seem terrified of being the one to pull the trigger. Instead, they hide behind layers—panels, internal debates, more interviews—to avoid taking responsibility for the choice.

Ruby Sturt

And honestly, what does that say to candidates? You’re busting a gut trying to prove you’ve got what it takes, but the lack of a clear, timely decision? That speaks volumes. It says, “We’re not sure if you’re good enough—or if we’re brave enough—to commit.” It’s disheartening to say the least.

Ruby Sturt

It’s like, okay, imagine you’re Dorothy in The Wizard of Oz, right? You’ve just been through tornadoes, witches, flying monkeys—the works. You finally rock up to the Emerald City, and the Wizard’s sat there saying, “Hmm, let me think about it. I’ll just interview the Tin Man and Scarecrow first to be sure.” Like, mate, decide! Dorothy needs to get home!

Ruby Sturt

And the ripple effects are nasty. Candidates lose trust, for starters. You feel like just another number in their pile of resumes. And companies? Oh, they just end up losing the best talent because, let’s face it, top candidates don’t wait around forever. They get snatched up by the employers who, you know, actually know what they want.

Ruby Sturt

So, at the end of the day, here’s the takeaway. Maybe it’s time for companies to grow a spine. Make the call. Be decisive. Because this gauntlet of overcomplication? It’s just not doing anyone any favors.

Ruby Sturt

And that’s all for today, my friends. Thanks for tuning in and sharing in these job hunting woes with me. If you’ve gone through this maze, I hope today’s episode gave you a bit of camaraderie—and maybe a chuckle. Until next time, take care of yourselves and, hey, don’t let the monkeys get you down!