Pevita Pearce
The intricate dance of recruitment, often lauded as a critical driver of economic growth, is increasingly being identified as a significant impediment to filling open positions across the United States. A newly released survey conducted by Express Employment Professionals in conjunction with The Harris Poll reveals a concerning trend: U.S. companies are grappling with a growing number of unfilled roles, experiencing extended hiring timelines, and witnessing positions close without a suitable candidate. Concurrently, job seekers are voicing frustration, citing automated systems as a barrier to feeling acknowledged and understood within the application process.
This widening chasm between employer needs and candidate experiences is becoming more pronounced. The survey data indicates that a substantial 44% of U.S. hiring managers report that their companies currently have open positions that they are unable to fill. This figure represents a significant uptick from the 36% reported in the fall of 2025 and marks the highest level of unfilled roles observed since the fall of 2023, signaling a persistent and escalating challenge in the labor market.
Open Roles Are Stalling Before They Are Filled, Extending Recruitment Cycles
The lengthening of the hiring process is not merely a consequence of a tight labor market; it appears to be an intrinsic problem within the recruitment methodologies themselves. Even as companies struggle to find qualified candidates, the time it takes to onboard new employees is extending. More than two in five hiring managers, precisely 43%, indicate that the duration required to hire a candidate at their respective organizations has increased compared to two years prior. Furthermore, a significant 26% of hiring managers report that the hiring process, encompassing resume reviews, interviews, and final decision-making, now takes at least four weeks. This extended duration, even for roles that are eventually filled, represents a considerable drain on company resources and can impact productivity and project timelines.
The consequences of these prolonged hiring cycles are stark. On average, hiring managers report that more than one in five open positions, specifically 21%, are ultimately closed without a candidate being successfully hired. The problem is even more acute for a quarter of companies, with 27% of hiring managers stating that more than a quarter of their open positions go entirely unfilled. This suggests a systemic issue where the recruitment pipeline is not only slow but also leaky, failing to deliver the talent needed to sustain business operations.
Interestingly, while the overall timeline for hiring has stretched, there appears to be a trend towards conducting fewer interviews before making a hiring decision. Hiring managers now report that candidates undergo an average of four interviews before receiving an offer, a decrease from the five interviews reported when this question was last surveyed in the spring of 2023. This suggests a potential shift in interview strategy, perhaps an attempt to expedite the process, but it is not yielding the desired results in terms of filling positions more efficiently.
Job Seekers Perceive the Hiring Process as Increasingly Impersonal and Inaccessible
The challenges are not solely on the employer’s side. For job seekers, the very same hiring process can feel like an insurmountable hurdle, often before they even have the opportunity to demonstrate their qualifications in an interview. A significant portion of job seekers, nearly one-third (31%), report that navigating an automated hiring process, rather than interacting with human recruiters, is a major obstacle in their job search. This sentiment underscores a desire for personal connection and a feeling of being heard, which automated systems often fail to provide.
Adding to this frustration, the same share of job seekers (31%) believe that companies are engaging in a superficial hiring process, primarily collecting resumes for future reference rather than actively seeking to fill immediate roles. This perception can lead to disillusionment and a feeling that their efforts are not genuinely considered, potentially discouraging them from pursuing opportunities.
The issue of "job fit" also continues to be a source of contention. More than one in four job seekers (28%) find that being overqualified for a position complicates their search, suggesting that companies may be hesitant to hire candidates who they fear will quickly outgrow the role or become dissatisfied. Conversely, more than one in five job seekers (22%) feel that being underqualified hinders their progress, highlighting the delicate balance employers must strike in assessing skills and potential.
A growing concern among job seekers is the perceived role of artificial intelligence (AI) in the hiring landscape. Approximately one in five job seekers (21%) believe that AI is now actively taking open positions, thereby impacting their next employment opportunity. This sentiment points to a broader anxiety about the increasing automation of recruitment and its potential to displace human judgment and interaction.
Expert Analysis: The Need for a Human Touch in an Automated World
Bob Funk Jr., CEO, President, and Chairman of Express Employment International, offered a perspective on the current hiring climate. He stated, "Hiring has become more complex, and employers are working to balance speed, quality, and the right fit. Technology can help streamline the process, but it delivers the greatest value when paired with thoughtful, human interaction. That makes communication more important than ever. When the process is clear and timely, employers can keep business moving, and candidates can better understand whether an opportunity is the right fit."
This statement emphasizes a critical point: while technological advancements offer efficiencies, they should not come at the expense of human connection and clear communication. The survey results suggest that the over-reliance on automation, without sufficient human oversight and interaction, is alienating job seekers and potentially hindering the very goal of filling positions effectively.
Broader Implications for the Workforce and Economy
The findings of this Express Employment Professionals-Harris Poll survey have far-reaching implications for both businesses and the broader economy. For businesses, the inability to fill open positions can lead to reduced productivity, missed revenue opportunities, and increased stress on existing employees. It can also stifle innovation and growth if companies are unable to attract the specialized talent they need. The extended hiring timelines mean that crucial projects may be delayed, and critical roles may remain vacant for extended periods, impacting operational efficiency.
From an economic perspective, a persistent high number of unfilled jobs, coupled with a seemingly inefficient hiring process, can contribute to wage inflation as companies compete for a limited pool of qualified candidates. It can also create a sense of economic stagnation if the workforce is not effectively deployed to meet the demands of growing industries.
The disconnect between employer expectations and candidate experiences also highlights a potential need for re-evaluation of recruitment strategies. Companies may need to invest in training for their HR departments to better leverage technology while maintaining a human-centric approach. This could involve:
- Optimizing Applicant Tracking Systems (ATS): Ensuring that ATS are configured to effectively identify qualified candidates and that they are not inadvertently screening out suitable applicants due to keyword mismatches or rigid criteria.
- Enhancing Communication: Implementing more proactive and transparent communication with applicants throughout the hiring process, providing regular updates and clear expectations.
- Prioritizing Human Interaction: Incorporating more personalized touchpoints, such as brief phone calls or personalized emails, to make candidates feel valued and understood.
- Rethinking Candidate Assessment: Exploring innovative ways to assess candidate fit beyond traditional interviews, such as skills-based assessments or short-term project evaluations.
- Addressing Over/Underqualification: Developing strategies to better match candidates with roles that align with their skill sets and career aspirations, potentially through internal mobility programs or tailored development plans.
The rise of AI in recruitment, while offering potential benefits in terms of efficiency and data analysis, also presents challenges. Companies need to ensure that AI tools are used ethically and transparently, and that they complement, rather than replace, human judgment and empathy. The perception among job seekers that AI is taking jobs needs to be addressed through clear communication about how AI is being utilized and its role in augmenting, not supplanting, human decision-making.
The ongoing challenge of filling open jobs in the U.S. economy is not a simple matter of supply and demand. The Express Employment Professionals-Harris Poll survey underscores the critical role that the hiring process itself plays in this dynamic. By acknowledging and addressing the frustrations voiced by job seekers and by refining their recruitment methodologies, companies can potentially bridge the gap, fill their open positions more effectively, and foster a more positive and productive employment landscape for all.
For further insights into workforce trends and research, Express Employment Professionals encourages exploration of their America Employed series at ExpressPros.com/Newsroom.
