The Unspoken Rules of Getting Hired in Today’s Market

After 20 years in recruiting, I’ve seen just about every type of job seeker walk through the process—new grads, seasoned professionals, people in crisis, and folks making bold pivots.

But no matter how long someone’s been in the workforce, there are two things I still have to coach people through over and over again.

These two things trip up good candidates—even great ones—because they seem small on the surface. But they speak volumes to recruiters and hiring managers behind the scenes.

If you’re job hunting right now, I want to help you get this right.

1. The Hiring Process Is the Test

Look—I get it. You’re frustrated. You’re applying to jobs and being forced to jump through hoops just to get a callback.

Some companies are using third-party AI systems to screen candidates. Some ask for a résumé, then want you to copy and paste the exact same information into a form. Some make you record a video or complete an online assessment before you even talk to a human.

And honestly? A lot of people push back on that. They don’t want to do it. They skip a step. They send an email asking to speak to someone directly.

But what most job seekers don’t realize is:
The process is the test.

All of those extra steps? They’re not just busy work. They’re often built to see how well you follow directions—and how you handle something outside your comfort zone.

Here’s the part most people don’t understand:

Companies are getting more applicants than ever, and to keep up, they’re leaning heavily on AI and third-party tools to streamline hiring.

That means the candidates who follow the process to the letter—even the tedious parts—are often the ones who make it to the finish line.

Not necessarily the most experienced. Not necessarily the flashiest.

The ones who did what was asked. Every. Single. Step.

That said, it’s also okay to ask questions.

If you’re unsure about how your video interview will be evaluated—or whether it’s being reviewed by a human or an algorithm—ask. You can absolutely reach out and ask for clarification on how a screening tool works or what the timeline looks like.

Asking questions about the recruitment process isn’t a red flag—it shows you’re engaged, thoughtful, and serious. Just don’t skip the process while you’re doing it.

2. Yes, You’re Supposed to Negotiate

The other place where people struggle—especially mid-career folks or those coming off a layoff—is negotiation.

Let me say this clearly:
Most companies expect you to counter their offer.

They’re not going to be offended. In fact, a lot of hiring managers are surprised when you don’t even try.

That said, I get why people hesitate.
They’re afraid of pricing themselves out. They don’t want to seem greedy.

But there’s a way to approach this that makes it easier for you and for the company.

Start by looking at the posted salary range—these days, a lot of jobs include one.

When you see that range, know that you’re not going to come in at the top. That’s where most people make their mistake—they try to negotiate the highest number before they’ve even proved themselves.

My advice? Aim for the middle.

If the range is $70K to $90K, position yourself around $80K. That makes the negotiation more natural, and you’re much more likely to land where you want without coming across as unrealistic.

You can say something like:

“Based on my experience and what I bring to the role, I’d like to explore something in the middle of the posted range—would that be possible?”

That’s respectful, professional, and confident.

And one more thing—don’t waste time trying to negotiate things like PTO or vacation days.

Those perks are usually set company policy, and not something most hiring managers can change. Focus your energy on what’s actually flexible: salary, start date, maybe a sign-on bonus, or relocation assistance.

Speaking of bonuses—a lot of people aren’t sure if they should ask.

If the job includes a bonus structure or if you’re relocating, it’s absolutely okay to bring that up. A bonus might not be offered, but a closed mouth doesn’t get fed. You can ask something simple like:

“Is there any kind of signing bonus or relocation support available as part of the package?”

Negotiation is a conversation.

It’s not one-sided. It’s a two-way street.

And how you show up in that conversation says just as much as what’s on your résumé.

Final Word

You can have the experience. You can have the skills. You can even ace the interview.

But if you don’t understand the process—and if you don’t speak up for yourself when it counts—you may find yourself getting passed over by someone who does.

And that’s what I don’t want for you.

After twenty years in recruiting, I’ve seen the patterns.
It’s not always the smartest person or the most qualified person who gets the job—it’s the one who understands the system and moves through it with confidence.

So here’s my advice, plain and simple:

• Follow the process—even the parts that feel redundant.
  
• Ask the questions that help you understand what’s really happening.
  
• Don’t be afraid to negotiate. That conversation is part of the process too.

Job searching isn’t just about getting picked.

It’s about showing up ready, informed, and unapologetically clear about who you are and what you bring to the table.

You’ve got more power than you think. Use it.

About the Author

Kelly Morgan, MBA, MHA, is a veteran recruiter with over 20 years of experience in talent acquisition and workforce development. She is the founder of Bright Headed Publishing, where she champions bold, underrepresented voices in independent publishing and media. With dual master’s degrees in business and health administration, Kelly brings real-world strategy and insight to everything she does—from coaching job seekers to helping indie authors build powerful, authentic platforms that break through the noise.

Connect with Kelly

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