Hiring is essential, but traditional methods waste time, drive up costs, and frustrate hiring teams. Hours are lost sifting through resumes, managing overwhelming job board responses, and chasing candidates who vanish. These inefficiencies stall business growth—and hiring doesn’t have to be this hard.

The good news? There’s a better way. Here’s a breakdown of today’s biggest hiring inefficiencies—and how CandidateView’s video prescreening makes hiring faster, smarter, and more effective.

The Resume Illusion: Why Traditional Screening Fails

Hiring starts with a major flaw: recruiters spend just 6–8 seconds scanning each resume (StandOut CV, 2023). With corporate roles attracting 250+ applications (Glassdoor), that’s hours of skimming—often without capturing the full picture. Worse, resumes aren’t always reliable. A ResumeLab (2023) survey found 70% of workers admit to lying—exaggerating job titles, inflating responsibilities, or even fabricating experience. And with AI tools like ChatGPT, Rezi, and Kickresume, 50–60% of job seekers (Enhancv, 2024) craft polished, keyword-stuffed resumes that look great but don’t guarantee real skills. While Applicant Tracking Systems (ATS) filter out 75% of resumes in seconds, they often miss strong candidates who don’t optimize for the system.

✅ CandidateView’s Fix: Video responses replace guesswork with real insight. Instead of relying on polished resumes, employers see candidates answer key questions in short, structured videos—revealing communication skills, authenticity, and job-specific abilities upfront. No more guessing who’s real and who’s AI-enhanced—you get the truth in minutes.

Prolonged Hiring Timelines Are Costing You Top Talent

Time kills momentum in hiring. The average time-to-hire spans 34–41 days (Workable, 2023; JoinGenius, 2025), while time-to-fill stretches to 36–42 days (SHRM, 2023). Specialized roles take even longer—engineering averages 62 days, while health services hit 49. Why? Recruiters face a flood of applications, spending hours sorting, screening, and following up. Ghosting makes it worse: 50% of candidates skip interviews, and 22% of new hires fail to show up on day one, forcing companies to start the process over again.

✅ CandidateView’s Fix: Faster screening means faster hiring. Video responses allow hiring teams to quickly identify top candidates, reducing time spent on back-and-forth emails, phone screens, and ghosted interviews. By engaging only genuinely interested applicants, employers fill roles before competitors swoop in.

The Interview Trap: How Hiring Inefficiencies Waste Time

Interviews should be a precise hiring tool, but they often drain time without delivering results. Phone screens take 15–30 minutes (HiringThing, 2024), while in-person or video interviews last 40–60 minutes (TeamStage, 2024). Yet only 2% of applicants even reach this stage (CareerPlug, 2023), and just 36% of those interviewed get hired. Unstructured interviews—where questions vary by candidate—worsen the issue, leading to inconsistent assessments and overlooked red flags.

✅ CandidateView’s Fix: Prequalify before you interview. Video prescreening ensures hiring teams only spend time on serious candidates by assessing communication, enthusiasm, and job fit upfront. Standardized responses create a fairer, more structured process—so fewer interviews lead to better hires.

Job Boards: High Volume, Low-Quality Applicants

Job boards drive 60% of applications (CareerPlug, 2023), but volume doesn’t mean value. Features like Auto Apply and Easy Apply flood recruiters with 4–5x more applications (JobTarget), often from candidates who barely read the job description. The result? Hiring teams waste hours sifting through unqualified applicants, delaying responses to strong candidates—who, in turn, lose interest and accept other offers.

✅ CandidateView’s Fix: Quality over quantity. Video responses require effort upfront, discouraging mass applications and ensuring only genuinely interested candidates apply. This eliminates wasted time on unqualified applicants, allowing teams to focus on securing the right talent.

The Hidden Costs of Hiring Inefficiencies

Hiring isn’t cheap. The average cost per hire is $4,000 (SHRM), factoring in job ads ($100–$300), resume reviews ($587.50), pre-screening ($100), interviews ($225), and onboarding ($50–$200+). Specialized roles can cost $7,000+, while retail averages $1,500–$2,000. Rushed decisions due to poor screening or incomplete insights only increase turnover and lost productivity, adding to the expense.

✅ CandidateView’s Fix: Wasted time is wasted revenue. Every hour spent sorting through unqualified candidates is an hour lost on revenue-generating tasks, making inefficient hiring even more expensive. Video prescreening minimizes missteps by focusing on fit from the start. Employers see skills and enthusiasm early, streamline the interview process, and reduce job board reliance—cutting costs and improving hiring outcomes.

Ghosting & Disengagement: Why Candidates Disappear

Hiring inefficiencies don’t just hurt businesses—they frustrate candidates, too. Slow screening and delayed responses push top talent toward faster-moving employers. Meanwhile, low-effort applicants mass-apply, then vanish—wasting time and making it harder to secure the right hires. Ghosting rates are climbing: 50% of candidates skip interviews, and 22% fail to show up on day one, leaving businesses scrambling to restart the process.

✅ CandidateView’s Fix: Serious candidates only. Video prescreening filters out passive, low-effort applicants, leaving hiring teams with an engaged talent pool that moves faster through the process—reducing drop-offs and increasing offer acceptance rates.

A Smarter Hiring Process: Eliminating Inefficiencies for Good

Hiring doesn’t have to be a slow, expensive process filled with resume gimmicks, endless interviews, job board spam, and ghosting. Video prescreening—like CandidateView offers—cuts through the chaos, providing clearer insights, faster hiring, and less wasted effort. Why spend weeks navigating hiring hurdles when you could meet your next great hire in minutes? The tools to fix hiring are here—why not use them?