I recently read an article on Medium that perfectly encapsulates the current state of tech recruiting. The author shares their perspective on the exhausting competition for even entry-level tech positions, with one example hitting close to home: 600+ applications for a project management role at a small start-up. While this is one person’s experience, perception often is reality. It’s hard to ignore the signs that traditional recruiting practices are no longer up to the task.

Here’s a closer look at what’s broken in recruiting and how we can start to fix it.

The System’s Broken, and Here’s Why

The article mentions several points that highlight the deep flaws in today’s hiring process:

'Anything over 100 applicants? Yeah, don’t bother applying to that.'

With hundreds of applications for every role, it’s not about selecting the best talent anymore; it’s a chaotic numbers game. Candidates are up against hundreds of others, and even the most qualified can end up lost in the shuffle.

'It’s not a competition of skills and experience; it’s more chance and luck. Timing is everything if you want to be in tech.'

For many candidates, getting seen isn’t about merit—it’s about luck. Late applications get buried under piles of resumes, and hiring managers can only review so many profiles before decision fatigue sets in.

'The biggest pro: Hiring managers also won’t have to go through 600+ resumes, where 90% of those said resumes are (honestly) trash profiles.'

With the influx of applicants, a flood of unqualified resumes becomes unavoidable, leading to wasted time and resources for both hiring managers and candidates alike.

The author’s experiences echo what many job seekers and recruiters alike feel: the current system, dependent on job boards, resumes, and sheer luck, is outdated and ineffective.

Time to Move Beyond Outdated Processes

Some might disagree with every point in the article, but the overarching picture remains bleak because we’re stuck with processes that don’t fit modern hiring needs. So what’s the solution?

The answer is simple: stop relying on broken processes and instead embrace tools that use objective data and reliable screening methods.

A Path Forward: Psychometrics and Skills Validation

Psychometrics offers a solution that’s both powerful and, importantly, fair. Studies show that psychometric assessments can predict up to 80% of success in a role, providing a more objective measure of a candidate’s fit for a job than a resume ever could. Some candidates might balk at psychometric testing, but the reality is that these tools will soon become standard for most job applications.

Resumes are no longer reliable: many candidates tailor their resumes using AI to match keywords from job descriptions, leading to a distorted picture of their real qualifications. What we need is something better—perhaps a verified, unalterable resume on a blockchain could be the answer. Until then, however, skills validation is essential.

Skill validation does what hiring managers do when they interview candidates: it checks that a person possesses the actual skills required for the role. Platforms like Bryq can automate this skills validation, acting as a resume-cleanup tool that quickly confirms if a candidate meets key requirements. This ensures hiring managers don’t waste time on unqualified candidates and that the best matches don’t slip through the cracks.

Timing Shouldn’t Be a Factor in Talent Acquisition

Today, hiring is heavily influenced by how early an application is submitted. With the right tools and processes, timing can become irrelevant. An efficient process, supported by an advanced platform like Bryq, can ensure the top candidate rises to the top—no matter when they apply. This way, every candidate has a fair chance.

Toward a “Perfect Marketplace” for Jobs

We’re moving towards a “perfect marketplace” where anyone qualified for a role can be found and connected to that job. Traditional platforms and applicant tracking systems (ATSs), with their keyword matching and reliance on volume, are failing to keep up. It’s time to rethink the hiring paradigm and embrace solutions focusing on verified skills, objective data, and unbiased assessments.

The Network Trap: Closed Circles and the Downside of Referrals

As the article rightly points out, referral hiring and internal transfers are becoming the norm, especially in tech. For candidates without established networks, this can make breaking into the industry almost impossible. Over-reliance on referrals limits the diversity of thought and talent, leaving highly capable individuals outside these “closed circles.” Psychometric assessments and skill-based validations are essential tools to break this cycle and allow a wider range of talented candidates to be recognized for what they can contribute.

Embracing the Future of Hiring: Skills-Based and Fair

The tech job market is incredibly competitive, and as candidates increasingly look for fulfilling roles, the hiring process needs to reflect that shift. The system must support transparent and objective assessments rather than endless keyword matches and connections-based biases. By moving to skills-based hiring and adopting platforms that emphasize fair, validated data, hiring managers and candidates alike can benefit from a more reliable, efficient process.

Conclusion: It’s Time for a Great Transition in Hiring

The author hints at a larger change, what they call the “Great Transition.” This transition is where professionals seek careers that offer impact, growth, and fulfillment. Hiring practices must evolve to support this shift by focusing on long-term fit and meaningful metrics over volume and luck. Bryq’s talent intelligence platform is positioned to lead this charge, transforming talent acquisition into a process that’s fair, data-driven, and adaptable.

To learn more about how Bryq can help your organization break free from outdated recruitment practices, book a demo with us today. Let’s make hiring about finding the right talent, not about who’s lucky enough to get noticed in a stack of 600+ resumes.