Breaking the Cycle: Why Job Postings and AI Systems Fall Short, and How a Proactive Search Can Be a Game-Changer

With over two decades in executive search, I’ve seen it all—the trends, the tools, and the tactics that come and go. And despite all the advancements, especially in technology, the job search process hasn’t necessarily gotten easier. In fact, for many, it’s become more frustrating. Job seekers are constantly told to tailor their resumes to each job posting, while employers rely more on applicant tracking systems (ATS) to sift through candidates. Yet, both sides end up disappointed more often than not.

Based on my own experience and countless conversations with candidates, there are a few recurring issues that keep surfacing—highlighting the growing disconnect between qualified talent and hiring managers. Let’s dive into why job postings, AI systems, and reactive applications aren’t cutting it, and how a proactive approach from both job seekers and employers can turn things around.

1. Job Postings as a Secondary Strategy

We’ve all seen it: a company posts a job, and in no time, resumes flood in. But here’s the issue—even when the job requirements are crystal clear, you’re still left sorting through stacks of resumes that just don’t hit the mark. The signal-to-noise ratio is way off. Job postings often feel like tossing a wide net into the ocean, hoping you’ll reel in something good. But most of the time, it just doesn’t work that way.

That’s why I often ask my clients: “Do you want the best available, or the best possible?” Job postings shouldn’t be your first strategy. They’re a backup plan. If you rely solely on them, you run the risk of missing out on the best talent.

2. Candidate Desperation and the “Spray and Pray” Approach

So what happens on the candidate side? Frustration kicks in. They’ve been ghosted, passed over, or ignored so many times that they just start applying for anything and everything. This “spray and pray” approach? It’s a direct result of that frustration. I’ve had candidates tell me straight up, “I’m applying everywhere, and nothing’s sticking.”

And I get it. But here’s where it backfires. Recruiters get overwhelmed with applications from people who aren’t a fit, and candidates lose out because they’re applying to jobs that don’t suit them. It’s a lose-lose situation for everyone involved.

3. AI Bots and the Question of Fairness

Then, of course, there’s the rise of AI-driven ATS systems. They were designed to make things easier by filtering out unqualified candidates. But in reality? They’ve brought a new set of problems. Candidates are now gaming the system, stuffing their resumes with keywords just to get past the algorithm.

But here’s the real kicker: when you’re writing your resume to please a machine instead of a person, you lose something. Resumes become tailored for bots—not for the hiring managers making the final decision. No wonder there’s a disconnect between job seekers and employers.

4. The Case for a Proactive Job Search

Let’s be honest: the best way to land a job isn’t by hitting “apply” on every posting you see. The most effective approach? Proactive. It’s about building your personal brand, making genuine connections, and reaching out to hiring managers or recruiters directly. Sure, it takes more effort, but it’s worth it.

Instead of drowning in a sea of candidates, focus on showcasing who you are and aligning with companies that match your values and goals. For employers, this means fewer applications but higher-quality candidates—people who are actually a great fit.

5. Closing the Loop

This over-reliance on job postings and AI systems has left a gap between employers and the talent they need. To bridge that gap, both sides need to rethink their approach. A more human-centered, strategic method is what’s needed.

For candidates, it’s about taking control—building meaningful connections and being proactive in your search. For companies, it’s time to stop focusing on volume and start honing in on quality.

These time-tested strategies have consistently delivered results over the years and should not be overlooked. So what’s been your experience with job postings, AI screening, and finding top talent? Let’s open the floor to a real conversation—because the best solutions come when we challenge the norm.