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Client LoginIn today's global recruitment landscape, many candidates find themselves navigating an experience that isn't merely impersonal, it's fundamentally disconnected. At the heart of this disconnect lies a critical distinction: traditional contingency recruitment operates not as a process but as a transaction. This transactional approach, rather than a structured process, creates the foundation for the alienation candidates frequently experience.
Imagine investing hours tailoring your CV, crafting a compelling cover letter, and preparing thoughtfully for interviews, only to be met with silence, generic responses, or rejections without explanation. This is the reality for many candidates caught in transactional recruitment systems.
According to research by Robert Walters, 77% of UK professionals have experienced being 'ghosted' during a recruitment process, with 40% reporting they never received feedback after an interview (Robert Walters Candidate Insights Survey, 2023). These statistics reflect the consequences of transaction-driven recruitment.
Initial optimism gives way to uncertainty as your application disappears into a void. Days pass without acknowledgement. You wonder: Did they receive it? Is anyone reviewing it? Should you follow up or would that seem desperate?
Anxiety builds with each passing day of silence. You begin second-guessing your qualifications and the effort you invested. The power imbalance becomes palpable, employers hold all the information while you remain in the dark.
If you proceed to interviews, confusion sometimes multiplies as you navigate inconsistent interactions, meet different stakeholders who ask contradictory questions, and receive mixed signals about the role and its requirements; all symptoms of a transaction-driven approach lacking a coherent process.
Then comes a common outcome, rejection without closure. The standard "we've decided to proceed with other candidates" email offers no insights into why you weren't selected or how you might improve. The emotional investment yields limited return, rarely even constructive feedback.
Even successful candidates sometimes report feeling like commodities throughout their experience, arriving at their new positions with lingering questions about the organisation's culture and their place within it.
The fundamental issue lies in the absence of coherent processes within traditional contingency recruitment methods:
Transactional vs Process-Driven: Contingency recruitment fundamentally operates as a transaction rather than a process. Candidates become commodities to be placed, rather than individuals moving through a thoughtful, engaging and structured journey. This transactional mindset prioritises the placement above the candidate’s journey.
Absence of Structural Framework: Without established processes, the candidate experience varies wildly depending on which recruiter you encounter, which manager reviews your application, or even what day of the week you apply. The lack of process creates inherent inconsistency.
Competitive Rather Than Collaborative: The traditional contingency model pits recruiters against each other in a race to place candidates, creating an environment where information-hoarding trumps transparency and quick placement outweighs quality matching.
No Accountability Mechanisms: Without defined processes, there's no accountability for communication gaps, delayed responses, or inconsistent assessment criteria. Transactions can simply be abandoned when they appear unprofitable.
Reactive Rather Than Strategic: Transactional approaches typically react to immediate openings rather than building sustained, meaningful relationships with talent pools, resulting in rushed, chaotic experiences for candidates.
A study by the Chartered Institute of Personnel and Development (CIPD) found that only 32% of UK organisations consistently provide feedback to unsuccessful candidates, despite 87% of job seekers stating that feedback would significantly improve their perception of the organisation (CIPD Recruitment Process Survey, 2024). This disconnect stems directly from the transactional nature of recruitment activities.
The result is a recruitment experience that feels disjointed, unpredictable, and fundamentally disrespectful of candidates' time, effort, and emotional investment. This lack of process doesn't just create inefficiency, it actively undermines the human connection that should be at the heart of bringing new talent into an organisation.
Have these experiences resonated with your own candidate journey? We're gathering insights from professionals across industries to better understand how the transaction-versus-process divide affects candidate experiences. Share your experiences, frustrations, and suggestions for improvement, your perspective matters.
The encouraging news is that alternatives are emerging to address this fundamental lack of process. Holistic approaches like Ihon Holistic Hiring™ recognise that successful hiring requires a clearly defined, transparent process that honours the interconnected and interdependent nature of a successful placement.
By replacing transactional interactions with structured, process-driven methodologies that integrate science, technology, and authentic human connection, these approaches create frameworks where candidates experience consistency, transparency, and respect throughout their journey. Rather than operating as isolated transactions, holistic hiring acknowledges the interdependent factors that contribute to successful placements, from behavioural fit to cultural alignment to long-term career aspirations.
The future of recruitment lies not in transactional exchanges but in creating meaningful connections supported by thoughtful, consistent processes that serve both individuals and organisations. Perhaps it's time to demand more from our hiring systems and embrace methodologies that recognise candidates as whole people rather than entries in a database.
Have you experienced the emotions of being a candidate? If so, feel free to like, share or comment (the good, the bad and the ugly). We are experiencing a paradigm shift, which is moving us towards a better way of thinking and working for candidates, employers and recruiters. Feel free to be part of this movement that’s reshaping the hiring landscape, if it resonates with you.
The world would love to hear your perspective; your voice matters, you as a whole person matters.