In a recent LinkedIn post, Ben Eubanks explores the often-overlooked power dynamics in today’s hiring landscape, challenging the notion that employers have absolute control. Eubanks argues that a negative candidate experience can have significant repercussions, even in a competitive labor market.
He begins by addressing the evolving tactics candidates are employing, particularly with the rise of AI. Eubanks highlights that this is not just about potential bad hires but also about how these new methods can obscure and crowd out qualified talent from the applicant pool.
“First, candidates are using AI in ways employers never dreamed, and it’s not just costing us in terms of bad hires–this is also crowding out the GOOD candidates in the pipeline!”
Eubanks shared an anecdote from a session with CHROs, where he discussed the awareness and surprise surrounding advanced candidate techniques, such as deepfake videos and assessment cheating. This underscores a rapidly changing environment in recruitment.
The Pendulum Swings: Candidate Experience Matters
A core argument from Eubanks is that the current employer-centric hiring environment is temporary. He posits that as the labor market inevitably shifts and companies need to hire more aggressively, they will face consequences for past poor treatment of candidates.
As Eubanks notes, “this pendulum always swings. When companies need to begin hiring more, they’re going to struggle to break out of that negative perception if they treat candidates like garbage today.” This perspective emphasizes the long-term impact of short-term hiring strategies.
Navigating the New Frontier of Talent Acquisition
Eubanks transitions to discussing proactive steps leaders can take. He announces an upcoming livestream event co-hosted with George Rogers, focused on releasing new talent acquisition research and addressing current hiring challenges.
The event aims to cover critical issues, including the impact of AI on resumes and the search for suitable candidates. Eubanks highlights the ongoing debate about the reliability of traditional resumes, even before the advent of advanced AI tools.
Addressing the Resume Problem and AI Opportunities
In collaboration with Josh Millet of Criteria Corp, Eubanks plans to delve into data concerning the resume issue. The discussion will explore alternatives to traditional resume screening and focus on identifying the best candidates for open roles – a problem Eubanks states is the number one hiring challenge employers face.
Furthermore, the event will feature a segment with Cliff Jurkiewicz of Phenom, focusing on the opportunities AI presents for employers. Eubanks, who has researched AI in hiring for nearly a decade, finds Jurkiewicz’s “floor/ceiling metaphor” particularly insightful for understanding the current landscape.
“His floor/ceiling metaphor is the perfect one to describe the environment we’re in.”
The livestream will also unveil new research data from approximately 1,000 employers and 1,000 candidates, offering trends crucial for understanding the modern hiring climate. Eubanks indicates that the event will include giveaways, such as copies of his book on Talent Scarcity, and offer HRCI/SHRM credits.
“For any of you that are struggling to find the right people in spite of all the news on floods of AI resumes, this is the session for you.”
Eubanks concludes by inviting attendees to register for the session, emphasizing its relevance for those facing persistent hiring difficulties amidst evolving technological advancements and candidate behaviors.
📝 About This Content
This article is based on insights shared by Ben Eubanks on LinkedIn.
📅 Originally posted on March 26, 2026 | View original post on LinkedIn →