You’re Getting Applications, But Are You Really Hiring Better?
Table of Contents
Introduction: More Applications ≠ Better Hires
You’ve probably heard it a thousand times: “We’re flooded with applications!” Sounds like a recruiter’s dream, right? More applications mean more choices, more talent knocking at your door, and more chances to find the perfect fit. Or so you thought.
Here’s the kicker—getting a ton of applications is not the same as hiring better talent. In fact, drowning in resumes can make you miss out on the very candidates you’re desperately trying to find. It’s like having a crowd of people yelling “Pick me!”—but half of them don’t even know the job description.
The hiring game isn’t about casting the widest net; it’s about fishing in the right pond. In today’s fiercely competitive market, the real question isn’t, “Are we getting enough applications?” but, “Are we actually hiring smarter?”
A recent study by Ashby analyzed over 31 million applications and 95,000 job postings from January 2021 through September 2024. The findings were eye-opening: the average number of applications per hire tripled from 2021 to 2024. This surge in application volume has led to recruiters interviewing 40% more candidates per hire than in 2021, yet the quality of hires hasn’t proportionally improved.
Let’s cut through the noise and dig into why more applications don’t automatically equal better hires—and what you can do to change that narrative
The Application Avalanche: Why Volume Alone Isn’t the Answer
Getting bombarded with hundreds or thousands of applications might seem like hitting the jackpot. But beware—high volume can be a double-edged sword.
The reality is that while application numbers are soaring, the quality of candidates often isn’t keeping pace. According to LinkedIn, employers see an average of 140 applications for a single graduate job posting, a 59% increase from just a year ago. Yet, a staggering 75% of these applications never even get a human glance.
Why? Because sheer volume overwhelms recruiting teams, making it impossible to sift through every resume thoroughly. When overwhelmed, recruiters often rely on automated systems or quick filters that can unintentionally toss out great candidates.
The cost of chasing quantity isn’t just wasted time. It can also ruin the candidate experience, as qualified applicants wait endlessly or drop out of the process. This inefficiency costs businesses money—Glassdoor estimates that a bad hire can cost 30% of that employee’s first-year earnings.
In short, drowning in applications might make your talent pool look large, but it doesn’t mean your hiring is any better. It’s time to rethink what you’re really after: quality over quantity.
The Real Measure: What Does “Better Hiring” Actually Mean?
If you think hiring success is just about counting resumes, think again. The true goal isn’t a fat stack of applications; it’s landing talent that actually drives results.
So, what does “better hiring” look like? It’s not just about filling seats. It’s about bringing in employees who perform well, stick around, and gel with your company culture.
Here are the real hiring scorecards that matter:
- Performance: Are new hires meeting or exceeding their targets? A 2023 study from the Aberdeen Group found that companies with strong hiring processes saw a 25% increase in employee productivity compared to peers.
- Retention: Hiring right means hiring to keep. The Work Institute’s 2024 Retention Report shows that 77% of turnover is preventable when companies hire candidates aligned with role expectations and culture.
- Hiring Manager Satisfaction: This often-overlooked metric tracks how happy managers are with new hires. Studies indicate that satisfied managers correlate with 50% lower turnover rates and better team outcomes.
- Candidate Experience: Happy candidates—even those who don’t get the job—talk, share, and affect your employer brand. Companies focusing on a positive candidate journey see 70% higher quality applicant referrals (Talent Board Candidate Experience Research).
Simply put, more applications won’t move these needles unless you’re focusing on quality. The secret sauce? Use these meaningful metrics to guide hiring, not just application counts.
Why High Application Volume Can Mask Hiring Inefficiencies
At first glance, more applications might look like a sign of a healthy hiring funnel. But what if this volume is actually hiding deeper problems?
When hiring teams face a flood of resumes, the process slows down. Recruiters spend more time screening unqualified candidates, and interviewers sit through more sessions without landing better hires. According to Lever’s 2023 Hiring Benchmarks Report, the average number of interviews per hire increased by 40% since 2021, yet the quality of hire hasn’t seen a matching boost.
This inefficiency creates a vicious cycle: longer time-to-hire leads to losing top candidates to competitors. Plus, burnout sets in for recruiters and hiring managers who are stretched thin, which can degrade decision-making quality.
High application numbers can also inflate vanity metrics, making leadership believe recruiting efforts are effective when key indicators like employee performance or retention tell a different story.
It’s like counting the number of fish caught without checking if they’re the right species or size. More isn’t always better—especially when it slows down and muddles your hiring process.
Shifting Focus: From Application Quantity to Candidate Quality
If drowning in resumes isn’t helping you hire better, what’s the alternative? It’s time to pivot from chasing volume to zeroing in on quality—smart sourcing, precise targeting, and smarter tools.
Here’s how to make the switch:
- Define Your Ideal Candidate Clearly
Before you even post the job, get laser-focused on what skills, experience, and traits truly matter. Clarity helps filter out noise and attracts the right applicants. - Use Data-Driven Sourcing Tools
AI-powered platforms can scan beyond keywords to analyze candidate potential, cultural fit, and career trajectory. This cuts screening time and boosts hire quality. According to a 2024 SHRM report, organizations using AI in recruitment saw a 35% reduction in time-to-hire and 20% higher employee retention (SHRM). - Prioritize Candidate Experience
Fast, transparent communication and respectful processes keep top talent engaged. Candidates who feel valued are more likely to say “yes” and stick around. - Measure What Matters
Track metrics beyond applications: quality of hire, time-to-productivity, and retention. Use these to fine-tune your strategy continuously.
By focusing on quality, you not only improve hire success but also save time, reduce costs, and strengthen your employer brand.
Conclusion: Before You Commit: Ask If Your Hiring Tool Scales with You
Hiring challenges don’t stay the same—they evolve, grow, and demand more from your tools and processes. Many so-called “smart sourcing” platforms promise ease and efficiency, but buckle when it comes to scaling. They drown you in data without giving you clarity, adding more noise than insight. They don’t empower your recruiters or improve candidate experience; they just pile on more resumes.
Before you commit to any tool, ask yourself if it can truly keep up as your business grows. Does it help you hire smarter, faster, and better? Or does it leave you stuck with the same headaches, just on a bigger scale?
That’s where Eximius AI sets itself apart. It doesn’t just gather applications; it understands who fits your needs now and who will grow with you tomorrow. With Eximius AI, you’re not just adding tech to your process—you’re upgrading to a strategic partner in hiring. One that cuts through the noise, sharpens your focus, and delivers candidates who perform and stay.
If you’re ready to move beyond chasing numbers and start hiring with real impact, it’s time to see what Eximius AI can do. Your next great hire is waiting—make sure you’re ready to find them.
Visit Eximius AI to transform your hiring today!