The Surge in Applications , A Growing Concern
The Rising Challenges in Online Job Applications
Social media has become so saturated with fake and misleading information that finding genuine and truthful news has become increasingly difficult. A similar trend is emerging in the jobhunting process, which could have significant negative effects on both employers and job seekers.
The Surge in Applications: A Growing Concern
Clients report receiving an overwhelming number of applications for online job postings4sometimes 500, 1000, or even more. At first glance, this may seem beneficial. However one employer has reported receiving over 2000 applications for a mid level role and only interviewed two candidates, highlighting the sheer volume of wasted time and resources. If this
trend continues, we could see numbers reach 5000 or more per job posting, further exacerbating inefficiencies. In 2024, employers received an average increase in volume of applications per vacancy of 59% from the previous year (financial times).Graduate roles in sectors like digital and IT are even higher numbers and 2025 will see a big increase on 2024.
Candidates, too, are affected. Seeing thousands of applicants for a single role (as indicated by platforms like LinkedIn) can be discouraging. Only the most determined individuals will apply, while strong candidates who are content in their current roles may choose not to engage at all.
The Role of AI Bots in Inflating Application Numbers
A simple online search reveals numerous AI-powered bots designed to help candidates mass-apply for jobs and enhance their CVs and cover letters (eg Platforms like LoopCV & LazyApply). These bots allow users to submit hundreds4if not thousands4of applications daily. They also optimize resumes with keywords tailored to pass employer AI screening tools.
This "gaming of the system" results in a flood of seemingly qualified candidates who, in reality, may not be suitable for the role. Recruitment teams and hiring managers are then forced to spend valuable time shortlisting and interviewing candidates who ultimately lack the necessary skills and experience.
Estimates indicate that up to 50% of job applicants are using AI tools like ChatGPT to create their resumes and cover letters. (The decoder) . Additionally, a survey of 1,500 student job seekers found that 57% had used ChatGPT to support their applications. (The decoder).
The Problem with Automated Applications
Additionally, automated job applications mean recruiters must sift through a massive number of applications, many of which are irrelevant. Instead of attracting the best-fit candidates, employers waste time filtering out unsuitable ones, leading to increased hiring costs and delays.
The ease of "one-click" applications further contributes to spam-like behavior, making it difficult to distinguish between genuine and inflated CVs.
Misinterpretation of Qualifications: AI systems can misinterpret resumes, particularly if they use uncommon terminology or formats. It's estimated that around 30% of qualified candidates may be overlooked due to parsing errors in automated systems.
Consequences of Easy Applications
Overwhelming volume for recruiters
Difficulty identifying qualified candidates
Increased hiring costs
Longer recruitment cycles
Parsing Issues
Rise in Job Scams and Fraudulent Applications
Beyond inefficiencies, AI and automation are enabling fraudulent activities. Some bad actors submit fake applications to harvest company data, engage in phishing scams, or secure job offers for identity fraud. As applications reach the thousands, the risk of fraudulent CVs slipping through the cracks increases significantly, posing additional security concerns for employers.
Deterioration of Candidate Experience
With employers receiving thousands of applications, providing personal feedback becomes impossible. Many candidates don't even receive updates on their application status unless they receive an automated rejection. A collective 70% of employers use AI to automatically reject candidates at the initial stage (with one in five of these employers using AI to
automatically reject candidates at all stages of the hiring process without human review), according to a recent resume builder survey. This means that surveys have shown 75% of applications are rejected without a human setting eyes on it.
For real job seekers, AI-driven mass applications reduce the likelihood of meaningful engagement with recruiters. Overwhelmed hiring teams lead to long wait times, lack of feedback, and a frustrating hiring experience. Some candidates also report instant automated rejections, indicating that no human reviewed their application4damaging trust in the
employer and the online hiring process. As a result, job seekers are beginning to avoid companies that rely too heavily on AI screening.
The Shift Away from Online Applications
Given these challenges, job seekers are turning to alternative methods:
1 Networking & Referrals - Reaching out directly to hiring managers or leveraging personal connections. However, this is leading to hiring managers being inundated with
direct applications, consuming their time.
2 Recruiters & Headhunters - Working with agencies that provide human-driven hiring processes. Recruiters are increasingly valued for their ability to deliver targeted and
genuine shortlists.
3 Industry Events & LinkedIn Engagement - Candidates are engaging with companies through networking rather than submitting faceless applications.
Conclusion
Reports from both candidates and employers suggest this issue is escalating. Singapore, as an attractive global job market, faces an even greater risk of job application inflation. With applications pouring in from around the world, the volume could become unmanageable. The ability of AI to match a job application to a job description by embellishing the application means that many applications will make it through the filtering process and its only when the Human interview occurs it becomes apparent that the candidate is underqualified for the role. This will lead to a huge waste of time for HR and hiring mangers.
If this trend continues unchecked, the online recruitment process may become as ineffective as social media's approach to information. A return to more human-centric hiring practices seems inevitable to restore efficiency and trust in the system otherwise It will be harder for companies to find the best candidates. It will be harder for great candidates to get noticed.
