Why Most HR fail Alright, let’s just cut to the chase—if you’ve ever tried to fill an IT role and ended up pulling your hair out, yeah, you’re definitely not the only one. Seriously, it’s like some sort of industry-wide curse. You post the job, you wait, nothing happens, deadlines start laughing at you, and the higher-ups start glaring at HR as if they’re purposely hiding developers in the basement. Spoiler: it’s not about there being no talent out there. The real issue? Most companies are still hiring like it’s 2005.
Here’s the brutal truth: old-school HR tactics just don’t cut it for IT anymore. You can’t just toss out a vague job ad, sift through a pile of keyword-stuffed resumes, or trust whatever a random vendor sends your way. That’s how you end up with endless interviews, a stack of “not quite right” profiles, and a ton of missed deadlines. Sound familiar? Yeah, thought so.
Why Most HR fail Let’s be real for a sec—hiring a Java dev, an SAP wizard, or a ServiceNow guru is a whole other beast compared to, say, bringing on an office assistant. But tons of HR teams keep using the same tired playbook for both and then wonder why it’s not working. They skip the important stuff, like actually understanding what the project needs, making sure candidates aren’t just faking their way through technical screens, and, oh, maybe checking if the candidate’s goals actually line up with the company’s. End result? Constant churn, frazzled recruiters, and IT projects that never seem to have a full squad.
Why Most HR fail Now, this is where DigitalBridge Hub swoops in (cue the superhero music). We’re not your run-of-the-mill staffing agency. We get IT. We live and breathe this stuff. Our process? We start by actually digging into what you need, get real IT experts to screen candidates, and only hand you folks who are seriously ready to hit the ground running. No more endless interviews. No more wasted time. Just solid hires, faster—and, bonus, it doesn’t cost you an arm and a leg.
So, if you’ve had enough of the HR hiring hamster wheel, stick around. In this blog, I’m breaking down exactly why the old way keeps failing and how DigitalBridge Hub can save your sanity (and your projects) with a way smarter, more predictable IT hiring game. Let’s get into it.
Why Most HR fail Yeah, so here’s the deal with HR and IT hiring: there’s this massive disconnect that just keeps tripping people up. HR folks, bless ‘em, are usually generalists—they’re juggling everything from sales to ops to admin. But when it comes to tech gigs? Totally different ball game. Most HR people aren’t deep in the weeds of, say, cloud architecture or coding frameworks. They get a job description tossed over the fence from the tech team, and it’s either super vague (“must know everything ever invented in SAP”) or so stuffed with buzzwords that no living human could tick every box.
What happens next? HR doesn’t push back or ask, “Hey, do we really need all this?” Nope. They just copy-paste that Frankenstein job description into a job board, then start hunting down resumes that have the right keywords. It’s like Tinder for tech jobs—swipe right on buzzwords. Somebody did one AWS workshop three years ago? Boom, they’re in the running for a senior cloud architect. The result? A tidal wave of resumes that look good on paper but fall apart in interviews. Total waste of time for everyone.
And don’t even get me started on vendors. Instead of actually taking charge, a lot of HR teams just farm the job out to a bunch of staffing agencies and cross their fingers. But if HR isn’t doing even a basic sanity check on the technical side, how can they expect vendors to deliver? Spoiler: most don’t. They just blast out resumes and hope something sticks. It’s like playing darts blindfolded.
This vendor merry-go-round means nobody’s really owning the process. HR thinks it’s the vendor’s problem, vendors just chuck resumes over the fence, and the hiring managers are left drowning in interviews with people who barely know the difference between Java and JavaScript. Meanwhile, the clock’s ticking, projects stall, and the business bleeds money.
Honestly, at DigitalBridge Hub, we just don’t play that game. We do our own deep dive before any candidate even sniffs an interview with the hiring manager. No keyword bingo, no blind faith in vendors. We make sure candidates can actually do the job, not just talk about it. That’s the only way to stop the endless “why can’t we hire anyone good?” cycle in IT hiring. Otherwise, it’s just Groundhog Day with resumes.
Alright, here’s the real talk:
You wanna know why HR keeps tripping over itself with IT hiring? It’s that weird obsession with buzzwords. Seriously—if someone’s resume screams “SAP MM” or “Java” or “AWS” in bold, HR folks start acting like they’ve struck gold. Newsflash: just because someone can spell “ServiceNow” doesn’t mean they actually know what to do with it. It’s like assuming someone’s a Michelin chef because they own a frying pan.
Why Most HR fail Here’s how it usually goes down: HR needs to fill a tech role, right? They hop onto LinkedIn or some job portal, punch in the skill they barely understand, slap a filter on for ‘years of experience,’ and suddenly they’re downloading resumes like they’re collecting Pokémon cards. Feels efficient, looks busy, but—let’s be honest—it’s mostly a mess.
I mean, type “SAP MM” into a job board and you’ll get a tsunami of resumes. But dig a little and, surprise, half these folks only sat through some basic course, or maybe supported a real project from the sidelines. But hey, the keyword’s there, so onto the golden shortlist they go! Ugh.
That’s the heart of the problem: HR folks keep mixing up “word appears on resume” with “person actually knows what they’re doing.” Spoiler: those are not the same thing.
Why Most HR fail Matching keywords is dead simple, but it tells you zip about whether someone’s actually ready for a real project. Like, do they know their stuff? Have they built anything similar before? Or do they just memorize tech jargon and hope for the best? Most of the time, you get a pile of profiles with the right buzzwords, but when it comes time for interviews, only one or two can talk shop without tripping over themselves. The rest? Yeah, it’s awkward.
All this does is waste time. The interviewers get annoyed, the hiring manager’s pulling their hair out, and the open role just sits there. Classic HR fail.
And don’t even get me started on resumes. People can (and do) slap “AWS DevOps” on their CV because they spun up an EC2 instance once, probably using a YouTube tutorial. HR, not knowing any better, pushes them along—no tech check, no screening call, nada. Then comes the big rejection parade.
Honestly, that’s why we do things differently at DigitalBridge Hub. We don’t just scan for keywords and call it a day. Our senior IT folks actually talk to candidates, grill them a bit, see if they’ve really got the skills, and dig into their actual project experience. If they’re just bluffing, we catch it. If they’re legit? Then and only then do we send them your way.
So yeah, we ditched the keyword trap a long time ago. It’s all about real expertise, not just resume bingo. That’s how you fix the broken tech hiring game.
Let’s be real—most HR folks in IT hiring drop the ball, big time, right at the start. They’ll shovel a bunch of resumes at the interview panel and hope for the best. No actual screening, just a glorified game of keyword bingo. The result? Hiring managers drowning in unqualified candidates, open roles collecting dust, and everyone getting ticked off at the endless back-and-forth.
Why Most HR fail You’d think at least someone would check if the so-called “ServiceNow developer” has actually touched ServiceNow, right? Nope. Usually HR checks the easy stuff—where you live, how much you want, how fast you can join—then skips the meaty part: do you actually know your stuff or did you just copy-paste buzzwords from LinkedIn?
So now, for every one person who can code Java without Googling every step, hiring managers are forced to talk to nine others who barely know what a JVM is. It’s like sifting for gold in a sandbox—waste of everyone’s time and energy.
And here’s the kicker: this isn’t just annoying, it’s expensive. Every hour spent interviewing the wrong person is money down the drain. Teams lose faith in HR, projects stall out, and you start seeing the same job posting pop up for months—sometimes years. That’s how you end up in hiring hell.
Honestly, the fix is laughably simple. Pick up the phone and do a 15-minute technical screening call. Ask about real projects, throw in a scenario or two, see if they freeze or flex. While you’re at it, check if they can string a sentence together and maybe, just maybe, seem excited about the job. If they’re a dud, move on. If not, congrats, you just saved everyone a headache.
That’s how we roll at DigitalBridge Hub. We don’t pass along a single profile unless it’s survived a grilling from senior IT folks. No fluff, no filler—just 3 to 5 legit, ready-to-go candidates for each role. Cuts hiring time in half, slashes pointless interviews, and suddenly IT hiring actually works like it’s supposed to. Imagine that.
So yeah, if you’re tired of the same old HR fails, maybe it’s time to stop treating hiring like paper-pushing and start actually vetting people. Wild idea, I know. But it works.
Oh man, IT hiring. It’s like watching a hamster wheel—lots of frantic motion, not much progress. Even after HR pulls off the Herculean task of finding decent candidates and shoving them along the pipeline, the seats still stay empty. Wanna know why? Because somewhere between “let’s interview this guy” and “let’s hire this guy,” everything falls apart.
Interview panels are supposed to figure out if someone can actually do the job, right? But in reality? Half the time, it’s just a bunch of folks grilling candidates on useless trivia or asking questions so far off-base you wonder if anyone prepped at all. I mean, seriously, what’s the point of asking a Java developer about some obscure algorithm they’ll never touch, instead of, you know, the frameworks your team actually uses? No wonder solid people peace out and head somewhere else. HR, the panel, the actual project team—they’re all playing different games, and nobody’s winning.
Then there’s this wild obsession with finding the mythical “100% perfect candidate.” Spoiler alert: That person doesn’t exist, unless maybe you’ve got a time machine and can grow your own. Most folks who check, say, 70–80% of the boxes are more than good enough—train ‘em on the rest. But nah, panels keep passing, thinking some coding messiah is going to walk through the door. Meanwhile, deadlines slip, teams grumble, and HR just keeps flipping through the same pile of resumes.
When interview panels are a mess, here’s what actually happens: good people get tossed out for tiny gaps, the hiring process drags on forever, and projects stall because the team’s still short-handed. HR gets stuck in this infinite loop of “find more profiles,” everyone’s annoyed, and nothing really moves forward. It’s exhausting.
Here’s how we do it differently at DigitalBridge Hub: we actually get HR and interviewers on the same page (shocking, I know). Our IT folks help set up real-world criteria—stuff that matters for the job, not just “can you solve this random brain teaser?” We push the “70% fit, 30% train” mindset because, honestly, that’s how you build a team that works now, not in some fantasy future.
Why Most HR fail The bottom line? We turn interviews from a black hole into something that actually accelerates hiring. Imagine that—no more endless cycles, just people in seats, getting stuff done. Now, wouldn’t that be wild?
Let’s be real: a huge chunk of HR folks totally botch IT hiring at the salary negotiation stage. It’s already tough enough finding the right nerd for the gig, but then HR swoops in and lowballs the offer, almost like they’re proud of it. Spoiler: they shouldn’t be. Not only do they scare off the best of the bunch, but the ones who do sign up? Yeah, they’re probably halfway out the door before they even get their first payslip.
Some HR teams, desperate to pinch pennies, go hard on candidates—especially if there’s a career gap or if someone’s coming from a company that pays peanuts. “Oh, you were unemployed for six months? Here’s an insulting offer, take it or leave it.” Like, seriously? That’s the plan?
Newsflash: it never works. People who feel ripped off from day one aren’t sticking around. They’re already scrolling job boards in between onboarding modules. Then, a few months later, they bail for a company that actually gets their value. Congrats, HR—now you’re back to square one, and honestly, who’s got time for that endless cycle?
IT talent isn’t hanging around waiting for scraps. Skills like SAP S/4HANA, ServiceNow, Salesforce, or anything in the cloud? Those come with a price tag. But some HR teams seem to live under a rock and don’t bother checking what the market’s paying. So, they throw out offers way below par, hoping desperation will seal the deal. Sometimes it does, but only until the candidate finds someone willing to cough up what they’re worth. Next thing you know, projects are behind, budgets are shot, and everyone’s grumbling about why it’s so hard to fill IT roles.
Every time a candidate says “no thanks” or jumps ship after a few months, it’s a mess. HR has to start hunting all over again. Managers waste more hours interviewing people who aren’t going to stick. Projects grind to a halt. And the company’s rep? Takes a nosedive. People talk—especially in tech.
At the end of the day, hiring isn’t some numbers game where you just fill a seat with the cheapest body. You want people who’ll actually stay and do the job, right? Treat ‘em like cogs and you’ll pay for it, big time, with non-stop turnover and endless job postings.
At DigitalBridge Hub, we don’t play the “how low can you go” game. We check what the market’s actually paying, make fair offers, and don’t try to squeeze every last rupee out of candidates. The goal? Both sides walk away happy. Company gets talent that sticks. Candidate feels respected. No revolving door.
That’s how you actually win at IT hiring, instead of just pretending you’re saving money while everything else falls apart.
Let’s be real—nothing makes you want to bang your head against the wall like the never-ending loop of empty IT seats. Honestly, it’s wild how many HR teams can’t seem to fill the same job for ages. Months go by, sometimes a year, and that Java Developer role? Still haunting the job boards like a stubborn ghost. It’s like Groundhog Day, but way less charming.
Here’s what usually goes down: HR misses out on hiring someone, so what do they do? Just toss the same job posting back out there, or hand it off to a vendor, as if the magical perfect candidate is suddenly gonna materialize because they hit repost. Spoiler alert: they don’t. It’s just copy-paste, rinse-and-repeat, no real tweaks or new ideas in sight.
Picture this: January rolls around, the company needs a Java Dev. They post it. People apply, but none of them really fit—maybe resumes are packed with the right keywords, but actual skills? Eh, not so much. Fast-forward to March, June, September… guess what, the job’s still open. HR just keeps recycling the same tired job ad, inside and outside the company, hoping for a miracle. Plot twist: nothing changes.
You’d think someone would stop and go, “Wait, why is this happening?” But nah, most HR teams just treat hiring like a numbers game. More resumes, more interviews, more chaos. No one’s actually looking at what’s broken in the process. That’s the real reason they drop the ball—they don’t see that hiring should be about smart strategy, not just throwing spaghetti at the wall and hoping it sticks.
Yikes, unfilled roles? Yeah, they’re a nightmare. Stuff starts piling up—deadlines get trashed, projects stall, and everyone’s just running around like they’re playing whack-a-mole. The folks left holding the fort? They’re drowning in work, barely keeping it together. Burnout’s just around the corner.
And clients? Don’t even get me started. They see the missed deadlines, the slip-ups, and suddenly you’re “that company” no one wants to trust with anything important. So what do companies do? Throw money at contractors and temps. It’s like slapping a Band-Aid on a broken leg—bleeding cash for a quick fix but never solving the real problem.
HR just ends up in permanent panic mode, always chasing fires instead of building a solid squad. No wonder so many teams feel like they’re on a hamster wheel.
Then there’s this whole “candidate fatigue” thing nobody talks about. When job ads just sit there forever, people notice—trust me. It’s like seeing the same sad sandwich in the vending machine every day. Eventually, you start thinking, “Is it even safe to eat?” Candidates bail. They figure the company’s either clueless or toxic, and the talent pool dries up. Now you’ve got fewer people applying, HR’s sweating bullets, and you’re stuck handing more cash to outside vendors. Whole thing just keeps spiraling—round and round, never actually getting better.
Honestly, we’ve seen way too many companies stuck in this endless loop—posting the same job for months, praying for a unicorn candidate. Well, that’s not our style. Here’s how we shake things up:
First off, we don’t just nod along to every wish-list bullet point. We dig in, figure out what you actually need (not just what sounds fancy on paper), and toss the unrealistic demands out the window.
Next, forget drowning in resumes. We send you, like, three to five people who are actually legit for the job. No more sifting through a pile of “meh.”
Speed matters. We’re not about dragging things out—our process is tuned for your industry, so you’ll usually have roles filled in a day or two. No joke.
And here’s the kicker: we’re obsessed with retention. We match the right people, at the right salary, so you’re not back at square one every few months.
That’s why our clients aren’t stuck with zombie job postings anymore. We go after the real problems HR teams face, scrap the old nonsense, and make hiring way less painful. It’s about time, right?
Alright, let’s get real about why HR folks keep striking out on IT hires. It’s not rocket science, but man, some of these mistakes? Painfully obvious. Half of them barely get what the hiring manager even wants. They just grab a job description, play “find the keyword,” and toss resumes at whoever matches three buzzwords. Where’s the actual technical screening? Oh right, it’s missing. Interviews are either a circus or a snoozefest. And don’t get me started on salary talks—either they lowball like it’s a flea market or they throw out numbers that make you question reality. So the same job gets reposted for months, and projects stall out. Fun times, right?
Now, the way we roll at DigitalBridge Hub AB Software Solutions Pvt. Ltd.? Whole different story. We basically built our IT recruitment approach to flip this mess on its head and actually get results.
First off, we don’t just skim a JD and head straight to LinkedIn. We actually talk to the people who need the hire—yeah, wild idea. We dig into what skills are must-haves, what can be picked up on the job, and what’s actually available in the market. This way, we’re not fishing in the wrong pond or chasing unicorns.
Next, forget the keyword-matching nonsense. We’ve got seasoned IT pros (the real deal, not just HR folks) doing the first technical checks. So if someone gets past our screen, you know they’ve actually got the chops. Saves everyone time and keeps the whole “why do HR keep failing” headache at bay.
We’re not about flooding inboxes with 30 random resumes either. We handpick maybe three to five top-tier folks per role. They’ve got the skills, they can communicate, and—bonus—they actually want the job. This targeted game plan means faster hires, less drama, and teams that can finally get stuff done.
And yeah, salary. We’re not out here trying to squeeze candidates or pitch numbers pulled from thin air. We align with what the market says is fair, so candidates are happy, companies aren’t overpaying, and people actually stick around. You don’t want to be rehiring for the same job every six months, trust me.
Speed? Oh, we move fast. With a massive PAN-India network (and talent in the UK, UAE, Southeast Asia—you name it), we fill roles in a day or two, sometimes even less. SAP, Salesforce, ServiceNow, weird niche cloud stuff—we’ve got people lined up and ready to roll. That’s how you slash delays and keep projects moving.
Look, if you’re still clinging to old-school hiring tactics, it’s not just about wasting time. You’re bleeding money, missing deadlines, and making clients cranky. DigitalBridge Hub isn’t some run-of-the-mill staffing shop. We know exactly where HR usually drops the ball, and we’ve got the fix.
Ready to stop playing hiring whack-a-mole and actually build a team that delivers? Hit up DigitalBridge Hub. Let’s get your IT hiring sorted—finally.
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