Top 3 Reasons Why Your Hiring Process Isn’t Working (And How to Fix It)

Hiring isn’t what it used to be. Today’s job market moves fast, especially for hourly workers.  

Candidates apply on their phones, bounce between multiple job openings, and expect real communication within hours, not days. Employers who don’t adapt are left wondering why the “great fit” never responded, why interviews are getting ghosted, or why turnover starts before the first paycheck even hits. 

If your applicant flow is slow, unqualified, or dropping off entirely, you’re not alone. SHRM points to nearly 70% of service industry employers who cite continued challenges in recruiting and hiring for hourly positions. But you can fix it. 

Let’s walk through the top three reasons your hiring process isn’t delivering and how a few key shifts can help you turn things around fast.

1. You’re attracting the wrong candidates 

Your hiring process starts way before someone fills out an application. It starts with where you post, who you target, and how you filter. 

Many companies assume more applications = better hiring. But that’s a trap. 

Getting the right candidates means casting the right net. If you’re relying too heavily on generic platforms like LinkedIn or Craigslist for hourly roles, you’re already behind. 

Common mistakes: 

• Using the wrong channels (e.g., LinkedIn for dishwashers) 

• Not filtering candidates by location, availability, transportation accessibility, or job fit 

• Writing vague, employer-centric job ads without highlighting benefits 

What to do instead: 

• Use location-first tools and an ATS that is a platinum partner, which prioritize visibility amongst the right candidates 

• Implement text-to-apply options, which are great for walk-ins or fast-paced retail environments. 

• Add pre-screening questions to eliminate misfits and use screening tools to rank candidates by travel distance, shift preference, or certifications. 

• Write job descriptions that speak to what candidates care about, and not just what your hiring goals are.

Top candidates aren’t going to sift through a job post that’s generic, outdated, or hard to access from their phone. They’ll scroll right past and move on to your competitor’s job listing. Make your job listing feel like it was written for them. 

2. Your process is slow, clunky, or confusing

Think about how people shop today. With one-click, you can order a blender, book a hotel, or subscribe to a streaming service.  

Now, think about your hiring process.

If it takes more than five minutes to apply (or if it’s not mobile-optimized,) you’re probably losing the people you most want to hire. In fact, studies in recent years say the majority (at least 73%) of applicants will abandon a job application altogether if it takes longer than 15 minutes to complete.

Today’s applicants expect: 

• Instant confirmation they applied 

• Clear next steps 

• Minimal effort to get in the door 

Instead, they’re getting: 

• Long, outdated forms 

• Interview delays 

• No-shows caused by lack of communication or clarity 

What’s broken: 

• Lack of mobile-first design 

• No interview automation 

• No structured screening or response system 

• Long time-to-hire cycles 

Fix it with: 

• Mobile-first application process: frictionless and perfect for frontline candidates 

• Video introductions: let candidates showcase their personality before you even schedule 

• Automated interview scheduling: tools like Netchex Recruit can sync availability, send reminders, and eliminate no-shows 

• Structured interview questions: fast, consistent, and easier to train for hiring managers

Your goal is to reduce the number of clicks between “I’m interested” and “You’re hired.” 

A fast process is convenient, sure. But it also shows candidates you value their time and are ready to invest in them. That alone can separate you from every competitor hiring from the same labor pool. 

3. You’re not offering (or highlighting) what actually matters to your ideal candidate

They care about real things, like a predictable schedule, early access to earned wages, or knowing they’ll work in a place that treats them with respect. 

Yet too many companies lead with generic benefits and skip what makes their roles uniquely appealing. 

If you want great people, you have to: 

• Offer what they want 

• Actually talk about it in your job post, hiring page, and interviews 

Candidates today prioritize: 

• Competitive rate (yes, this still matters) 

• Schedule flexibility 

• Same-day pay or EWA (earned wage access) 

• A company culture that respects their time 

If you’re not showcasing these things, candidates will assume you don’t offer them and move on. 

Even if you do offer perks like EWA, healthcare, or sign-on bonuses, failing to mention them early in the process means you’re losing out on one of your biggest hiring levers. 

Show what sets you apart: 

• Add benefit highlights at the top of your job ad 

• Include real team photos and quotes on your careers page 

• Promote your values and workplace vibe on social media 

• Use platforms like Netchex Onboarding to tailor messaging and simplify onboarding once a candidate accepts 

Your employer brand can (and should) be your hiring magnet. Make it work for you.

Bonus: It’s Not Just the Process. It’s the Tools 

Clunky, outdated software might be sabotaging your hiring funnel more than you realize. 

If you’re juggling spreadsheets, manual follow-ups, or disconnected systems between hiring and onboarding, things will fall through the cracks. You’ll waste time, miss top candidates, and frustrate your managers. 

Modern tools can help: 

• Netchex offers an all-in-one HR platform that integrates hiring, onboarding, and payroll in one place. With mobile-first tools, automated scheduling, and real U.S.-based support, your hiring experience is seamless for both you and your candidates. 

• Netchex Recruit specializes in helping hourly and frontline employers create fast, structured, and branded hiring experiences. 

• Features like text-to-apply, filtering by commute time, and auto-reminders can drastically reduce no-shows and shorten time-to-hire. 

The Big Picture

Hiring is more than an HR task, remember. It’s a funnel. And like any funnel, there’s a right way to design it. 

You need to: 

• Attract the right people 

• Remove friction 

• Convince them to choose you over the dozens of other places hiring 

The companies that win at hiring in 2025 aren’t necessarily paying more. They’re moving faster, offering smarter benefits, and using tools that do the heavy lifting. If your hiring process feels like it’s stuck in 2015, now’s the time to update it and start winning the talent war. 

Fix Your Funnel, Find the Right Fit 

If you’re tired of no-shows, bad fits, and burnout from chasing down applicants, it’s time to rethink your hiring experience. 

Simplify how people apply 
Automate what slows you down 
Focus on what actually matters to your ideal employee 

Hiring doesn’t have to be hard. It just has to be human-friendly. 

Need help making your hiring funnel work smarter, not harder? 
Request a demo with Netchex to see how our mobile-first tools and real human support can take the hassle out of hiring.