The state of hiring looks completely different than it did a decade ago. Of the 39,000+ global employers surveyed by ManpowerGroup in 2026, 72% reported difficulty finding skilled talent, and 44% of U.S. hiring managers surveyed by Robert Half said they have open positions they can’t fill.
Paradoxically, there are also more applicants than ever. Applications per job opening have roughly tripled since spring 2021, yet vanishingly few applicants are ultimately hired.
So how can today’s employers and recruiters tip the scales? By rethinking their recruitment process to consider candidates they previously would have rejected. Many of the common hiring “deal-breakers” were established for a reason, but times—and the economy—have changed.
How is the job market different now than it was 10 years ago? Let us count the ways:
Remote work is now common. Since 2016, the U.S. Department of Labor has reported a 13% increase in the number of employed people doing some or all of their work at home, from 22% in 2017 to 35% in 2025. Our own research supports this, showing that the number of fully remote workers has increased 240% since 2021, and almost six in ten small businesses now have at least one remote worker.
AI is now a standard part of the hiring process. Ten years ago, "AI in hiring" mostly meant basic keyword-matching Applicant Tracking System (ATS) software. Today, roughly 39–43% of organizations are now using AI in HR functions, which is up from 26% in 2024 alone, with recruiting being the leading use case.
The share of qualified applicants has shrunk. Even as total applications have surged, ManpowerGroup found that about 70% of employers see frustratingly few candidates actually meeting the required skills for the roles in question.
It’s time for hiring managers to adjust to the new landscape they’re navigating.
Here are four situations that traditionally landed candidates in the “no” pile—and the interview questions that will help you determine if they’re a fit.
Four former hiring red flags you should reconsider.
When candidates have been laid off.
You should never hold a layoff against anyone. Being laid off is a flag against the fiscal health of their previous company, or sometimes the economy. It’s also more common than ever—by the end of 2025, layoff announcements from U.S. employers for the year had reached a staggering 1.17 million, a 54% increase from the year prior. In other words, a candidate being laid off in the past is increasingly becoming the rule rather than the exception.
Get curious about layoffs during the interview process. Let the candidate tell you in their own words what happened.
What to ask when you interview:
“Can you share a little bit about your company’s situation at the time of your separation?”
When candidates have big gaps in their work history.
There are 1.8 million Americans who are classified as long-term unemployed by the Bureau of Labor Statistics, accounting for 25.5% of all unemployed people. That means these workers have been unemployed for 27 weeks or more. Economists point to a 'low-hire, low-fire' labor market—job openings and hiring have both slowed sharply, so people who do lose or leave jobs are taking much longer to land the next one, even though large-scale layoffs haven't spiked.
When you pair cyclical unemployment (resulting from an economic downturn) with structural unemployment (when workers’ skills no longer match employers’ needs, due to things like technology), you’re left with a large group of people who will have trouble closing their job search for a long time.
Just because someone has been out of the workforce for a while doesn’t mean they aren’t capable of success, and writing them off may mean turning away a great culture fit. They may simply need someone to help them transition into a new market.
Yes, there will be a bit of a ramp-up time, but any new hire will have the same problem. Talk to them to understand if they’re worth the investment.
What to ask when you interview:
“What are your short- and long-term career goals?”
When candidates don’t have a bachelor’s degree.
While 44.5% of employed workers still held a bachelor's degree or higher in 2024, a growing share of job seekers are opting to pursue associate's degrees, certifications, and other occupational paths instead. And with managers having a harder time finding qualified talent than they were even a year ago, a degree on a resume isn’t the signal of a skills match that it used to be.
Given this mismatch, many employers are moving toward skills-based and skills-first hiring, with 85% of employers now saying they prioritize skills over degrees. Research from the Burning Glass Institute also shows a substantial share of middle- and high-skill roles have already dropped formal degree requirements. A lack of degree shouldn't be an automatic red flag anymore. Instead, it’s an opportunity for hiring managers to dig deeper into the skills candidates bring to the table.
What to ask when you interview:
“What skills did you take away from your education?”
“How have you supplemented your growth in the past, and how would you seek to do so in the future?”
When candidates have a record of job hopping.
This is probably the closest to a red flag—do you really want to hire someone who has been in four different jobs over the past two years? Maybe not. But you might.
If the candidate explained the reasons for the job hopping in the cover letter, that can give you an idea if they’re worth pursuing. If not, have a chat. Here are some things you might find out:
They accepted a job offer based on the promise of leading a project or team, but the company changed its mind and moved them into an entirely different role.
A spouse got an unexpected promotion and transfer across the country, and they felt this was the best move for the family.
They joined a startup, which failed after six months. They joined another startup, which fell apart in a similar time frame.
They ended up with the manager from hell. (This one may be hard to suss out as people are loath to badmouth former employers—but trust me, it happens all the time.)
Recent research from Rutgers challenges the idea that job hopping is a red flag at all, showing that, “While most new hires needed an average of five months to get up to speed, those with a history of changing jobs needed just two months, and they had smaller performance declines.” What’s more, the gap between hoppers and non-hoppers closed completely after six months on the job. All the more reason to give a supposed job hopper a chance.
What to ask when you interview:
“Why did you leave your previous position and why did you take the next one?”
“We are looking for someone who can make a commitment for two to three years. Are you willing to make that commitment?”
… And four red flags you should never ignore
When a candidate shows poor communication or listening skills.
Pay close attention to how a candidate communicates, not just what they say. Poor listening skills show up fast in an interview. Look for tells like the candidate talking over you, answering a question you didn't ask, or losing the thread of a conversation. Traits like this contribute to a toxic work environment and could be a preview of how they'll communicate with your team once they're hired.
When a candidate shows a lack of transparency.
Everyone’s resume has its quirks. The important thing is being open about work history and reasons for leaving a past position. Dishonesty around any of these points can be a clear predictor of a bad hire, and one of the hardest problems to unwind once someone's already on payroll.
When a candidate hasn’t prepared for their interview.
In today’s job market, a lack of preparation is inexcusable. A candidate who hasn't looked into your company culture, can't speak to what your team actually does, hasn’t thought hard about their own career progression, or has no questions for you is giving you a glimpse into how much effort you can expect once the offer's signed.
When a candidate lacks self-awareness.
Candidates who can't honestly reflect on a mistake or a weakness often struggle to take feedback later, which creates friction in team dynamics down the line. Someone who can name their own gaps and talk about them plainly will tell you more than a rehearsed, flawless answer ever could.
Remember, you want to hire the person who will be the best fit for your business—not necessarily the person with the shiniest resume.
Above all else, make sure you speak with any qualified candidate, regardless of potential red flags. You can always do a thorough background and reference check before hiring. Who knows, you may just find a real gem.
Quick note: This is not to be taken as tax, legal, benefits, financial, or HR advice. Since rules and regulations change over time and can vary by location, consult a lawyer or HR expert for specific guidance.
FAQs
Is an employment gap always a red flag when hiring?
No, a gap in someone's work history doesn't necessarily reflect their ability to do the job. Nearly 1.8 million Americans are currently long-term unemployed (jobless 27 weeks or more), largely due to a slow-hiring labor market rather than any fault of their own. Ask about their goals and readiness to re-enter the workforce before ruling them out.
Do candidates need a bachelor's degree to be qualified for a job?
Not necessarily. About 85% of employers now say they prioritize skills over degrees, and many companies have dropped degree requirements for skilled roles entirely. A missing degree is a weaker predictor of job performance than demonstrated skills, so hiring managers should dig into a candidate's actual capabilities instead of their credentials.
Is job hopping still considered a hiring red flag?
Job hopping is one of the few traditional red flags still worth examining closely, but it isn't automatically disqualifying. Multiple short stints can result from layoffs, company restructuring, or a bad manager rather than a candidate's reliability. Asking directly about the reasons behind each move usually reveals whether the pattern is a real concern.
What hiring red flags should never be overlooked?
Poor communication or listening skills, a lack of transparency about work history, insufficient interview preparation, and a lack of self-awareness are red flags hiring managers shouldn't ignore. These traits tend to predict how a candidate will actually perform and behave on the job, unlike factors like employment gaps or missing degrees, which are far less reliable indicators.
Why are hiring managers struggling to find qualified candidates right now?
Hiring managers are struggling mainly because of a skills mismatch, not a lack of applicants. About 70% of employers report that few candidates meet the required skills for open roles, even as application volume has roughly tripled since 2021, according to ManpowerGroup and Ashby research cited in this article.
