
You’ve most likely heard from anyone with experience, job hunting is like a rollercoaster ride – but without the fun parts. The journey is filled with uncertainty, rejection, and frustration, and it often feels like it drags on and on endlessly. Even when you’re excited by the possibility of a fresh start, the process can be mentally and emotionally exhausting. Here’s why the experience of looking for a new job sucks, how you can navigate through it with some resilience, and what hiring companies could do to make it all easier.
The Overwhelming Uncertainty of Job Hunting
When you’re searching for a new job, uncertainty becomes your constant companion. You’re never quite sure how long it will take to land something new or if the next opportunity will align with your career goals. You might find yourself questioning every decision you’ve made: Should I in my current role? Should I apply for this job? Should I send a follow-up email? What am I doing wrong?!
This uncertainty creates stress and anxiety. The unknown future looms large, making it difficult to plan or feel in control of your life. It’s easy to feel lost, discouraged, and tired.
How to Deal with It: Focus on what you can control. While you can’t guarantee when or where you’ll land your next job, you can take proactive steps to enhance your chances. This includes updating your resume, networking, and preparing for interviews. Keeping good track of your efforts can help you stay on top of your efforts and remind you that you are doing what you can. I won’t tell you to be mindful and meditate like every other article written about stress, but I will tell you to find ways to relax that work for you. It’s OK to take breaks and enjoy life, even during a job search.
What Companies Can Do: Transparency is key. Companies can reduce uncertainty by clearly outlining the hiring process, expected timelines, and next steps for candidates. Providing regular updates, even if it's just to let candidates know that the process is ongoing, can make a big difference. Recruiters and hiring managers should be humane in their interview processes. The shorter the better. There is no data that supports the need for long protracted processes filled with 5,6, or 7 interviews involving everyone at the company and their uncle. Remember that the only thing that good interviews tell you about a candidate is that they have good interview skills. There isn’t a high correlation between how many hoops a candidate is willing to jump through in the interview and job performance. Don’t kid yourself.
The Relentless Ambiguity
Job postings are often vague, leaving you guessing about what the employer really wants. Descriptions like “must be a team player,” “seeking a dynamic self-starter,” or “looking for a creative thinker” tell you little about the day-to-day responsibilities. Even after applying, the waiting game begins. Will they respond? Did your resume even make it past the applicant tracking system?
And even when you do finally get an interview, you may still feel uncertain about how you performed. Interviewers sometimes keep their cards close to their chest, leaving you with ambiguous signals. Did they like you? Are you in the running, or are they just being polite? When will I hear back from them? The whole process is filled with second-guessing, leaving you constantly questioning yourself.
How to Deal with It: Instead of dwelling on unknowns, focus on getting as much clarity as you can, when you can. For job descriptions that are unclear, research the company, reach out to your network, or directly ask for clarification during interviews. Come prepared with questions in the interview and follow up with an email if you need further information afterward. Repeat after me, “it is OK to ask questions.” Learn as much as you can about the job search process, and find scripts for how to communicate if you are unsure what to say or write. Give ol’ ChatGPT a whirl even. When facing post-interview silence, try to stay busy and continue applying to other roles – diversifying your options can help minimize the feeling that one wrong word will cost you an offer.
Lastly, remember to be yourself. Don’t try too hard to be the perfect candidate. Perfectionism hurts you. Be the best version of yourself and if they don’t love you, they aren’t the right place for you. Embrace this.
What Companies Can Do: Provide clear, detailed job descriptions that go beyond buzzwords. Ensure that candidates have a solid understanding of the role before they even apply. During interviews, communicate openly about what the company is looking for and how candidates are being evaluated. After interviews, give constructive feedback so candidates understand where they stand and how they can improve for the future. Do NOT ghost candidates. They are human beings so treat them as such.
BTW, we all know that companies avoid providing feedback to mitigate risk, but you might be able to provide a candidate with some sort of statement that let’s them know they are eliminated from the running that still gives them closure. If you don’t know how, Google it. ChatGPT it. Companies are doing it. It can be done.
The Emotional Sting of Rejection
Rejection is an inevitable part of the job search, but that doesn’t make it any easier. After spending hours tailoring your resume, writing a thoughtful cover letter, and preparing for an interview, getting a “no” can be crushing. Sometimes, you don’t even receive a response at all – just radio silence.
Rejection triggers self-doubt. You might start wondering if you’re good enough, if your skills are outdated, or if you’re ever going to find a position that fits. It’s easy to let one rejection snowball into a fear of future failures, which can negatively impact your motivation.
How to Deal with It: Reframe rejection as redirection. Every "no" brings you one step closer to the right opportunity. Understand that rejection isn’t a reflection of your worth; sometimes, it’s just a matter of timing or fit. To maintain your confidence, seek feedback from trusted mentors or colleagues. Use this time to reflect on your strengths and continue honing your skills. Celebrating small wins, like completing an application or having a positive networking conversation, can also help counteract the sting of rejection.
Take rejection gracefully so that you can still get something out of it. Do they, or will they, have another role opening up that is a better fit for you? Might the hiring manager have a colleague at another company they can send your resume to? Not all closed doors are locked.
What Companies Can Do: Humanize the rejection process. Companies can make rejections less painful. Acknowledging a candidate’s effort and explaining the decision shows respect. It helps candidates improve for future opportunities. Any reason you can provide helps the candidate make peace with the rejection and move on toward other opportunities with dignity.
Hiring managers should also see the power of networking with (and for) candidates who didn’t get an offer. Especially for those candidates that came in a close second. Do you know another role for which they might be a good candidate? Do you know another manager they should network with? Is this an opportunity for you to mentor someone who was almost the right candidate?
The Exhaustion of Endless Applications
Let’s face it: sending out applications can feel like a never-ending chore. You spend hours tweaking your resume for each role, writing personalized cover letters, and filling out forms that ask for the same information repeatedly. The process is repetitive, tedious, and draining, especially when there’s no immediate payoff.
Worse yet, the more applications you submit without hearing back, the more demoralizing the process becomes. You start questioning whether all your efforts are futile.
How to Deal with It: Break down the application process into manageable chunks. Instead of spending all day on applications, dedicate specific time slots for job hunting and take regular breaks. This will help prevent burnout. Try to automate or streamline where possible, using tools like resume templates or job search platforms that store your information. And remember quality over quantity. It’s better to submit a few well-tailored applications than to send out dozens of generic ones.
What Companies Can Do: Simplify the application process. Make it as easy as possible for candidates to apply by using a streamlined system that doesn’t require repetitive data entry. Allow candidates to submit resumes directly instead of making them re-enter all their information. Promptly acknowledge receipt of applications and provide updates to keep candidates engaged. Don’t ask for information you don’t need either. Think twice about making candidates invest so heavily by performing tasks or completing free work. How much time do you want someone to put into getting a job at your company? Be fair. Maybe you don’t get the best candidates by taking them to task, maybe being kind works better?
The Pressure to Find “The Perfect Fit”
In today’s job market, the pressure to find a role that aligns with your passions, skills, and long-term goals is intense. But this pursuit of the perfect job can lead to analysis paralysis. With so many options and variables, you might find yourself agonizing over whether to accept a good offer or hold out for something better.
This constant evaluation of potential opportunities can make you feel trapped in indecision. The fear of making the wrong choice often causes unnecessary stress and prolongs the job search.
How to Deal with It: Let go of the idea of a “dream job.” Accept that no job is 100% perfect. While it’s important to strive for a role that aligns with your values and goals, don’t let the pursuit of perfection paralyze you. Sometimes, a “good enough” job can be a stepping stone to something even better. Focus on roles that align with your core needs (e.g., career growth, work-life balance) and be open to new possibilities that may not fit your ideal but still offer valuable opportunities.
Keeping yourself alive requires money. Getting money often requires having a job. So if you are in a position to need any job right now, that’s OK. It probably won’t be your situation forever. So, do what you gotta do. If something much better comes along in six months, so be it. I know a lot of people will tell you to commit to one or two years at the company, but I disagree. Do what is in your best interest. A company would rescind an offer or lay you off on your first day if it was in their best interest. It’s not personal, it's business, right?
What Companies Can Do: Be honest about the role and company culture. Clearly communicate both the challenges and benefits of the job to help candidates determine if it’s the right fit for them. Encourage candidates to ask questions and provide realistic insights into what it’s like to work at your company. Transparency and openness can help reduce the pressure on candidates to find “the perfect fit” by helping them see the full picture. Also, pay fair wages, foster healthy cultures and workplaces, and allow flexibility whenever possible in terms of where, when, and how people get their work done. Be honest, is your company a great place to work?
Trudging through the Suckiness of the Job Hunt
Yes, looking for a new job sucks. It’s an exhausting, uncertain, and sometimes painful process. But by focusing on what you can control, reframing rejection, asking lots of questions, and setting realistic expectations, you can navigate the challenges with resilience. You can find a new job!
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