Yesterday, I saw something unbelievable: I ran across an IT Project Manager job posting from a small business owner on LinkedIn that had received a whopping 984 applicants! One job, 984 applications. Imagine being the recruiter or hiring manager who has to wade through 984 applications for one job. That’s insane.
You posted a job on LinkedIn, and now your inbox is flooded with 100, 200, 500, or even 1000 applications. It’s a classic case of “be careful what you wish for.” At first, the sheer number of responses might feel like a good problem to have. After all, more applicants mean more chances to find the perfect candidate, right? But when you’re wading through hundreds – or even thousands – of resumes, it quickly becomes clear that more isn’t always better.
If you’re drowning in applications, you’re not alone. But here’s the truth: most of those resumes are likely a waste of your time. The reality is that with each passing minute, you’re losing the ability to effectively manage the talent coming your way. It’s time to be ruthless and strategic. Here’s how to regain control and make LinkedIn work for you, not against you:
1. Just Hire Me
As an experienced IT leader with a background as a former software engineer, entrepreneurial innovator, digital product manager, and project manager, I bring a unique blend of skills to the table, as well as an MBA in new product development from MIT and a BA in behavioral neuroscience from Yale. I’ve been in the trenches, building and managing digital products in innovative IT organizations from the ground up, and I understand the challenges you face. My ability to bridge the gap between technical teams and business objectives ensures that projects are not only completed on time but also deliver tangible results that drive business growth. Let’s cut through the noise together and focus on what really matters: finding the right fit for your team. I’m ready to jump in and make an immediate impact. Send a distress call (or just a DM) to Cornelius McNab, MBA and let me know how I can help.
2. Embrace the Filter, Literally
LinkedIn offers a range of filters to help you sift through applicants, but are you using them effectively? Set strict criteria from the start. Use filters like location, skills, experience level, and even current job titles to immediately cut down the number of resumes. If you’re still left with too many, consider adding more specific filters or increasing the required experience level. This isn’t about being exclusionary; it’s about zeroing in on the candidates who are the best fit.
3. Kill the ‘Apply Now’ Button, If You Dare
The easier it is to apply, the more irrelevant applications you’ll get. If you’re really overwhelmed, consider removing the ‘Easy Apply’ option. Yes, this will reduce the number of applications, but it will also ensure that the candidates who do apply are serious about the role. This small hurdle can drastically cut down on the noise and help you focus on quality over quantity.
4. Automate the First Cut
You might cringe at the idea of using AI to scan resumes, but in this situation, it’s a lifesaver. AI tools can help you sort resumes based on keywords, experience, and qualifications, allowing you to immediately eliminate candidates who don’t meet the basic requirements. It’s not foolproof, but it’s a crucial step in managing a massive influx of applicants.
5. Leverage Pre-Screening Questions
Add pre-screening questions that require more than a simple yes or no. Make them specific to the role and challenging enough that only serious candidates will take the time to answer thoughtfully. This will not only help you weed out less qualified candidates but also give you insights into the thinking and problem-solving skills of those who do apply.
6. Set Up a Waiting Room as Your Own Version of a Digital Filter
Create a separate, private page that applicants are directed to after they submit their application. Here, include a brief, optional task – like a small project or a question that requires a written response. This is where you separate the wheat from the chaff. Most people won’t bother, but those who do are likely to be more invested and qualified.
7. Don’t Be Afraid to Hit Pause
If the influx is too overwhelming, don’t hesitate to pause the job posting. Take a step back to reassess your strategy. Use the time to process the current batch of applications more effectively. Pausing the floodgates doesn’t mean you’re giving up; it means you’re giving yourself the space to do your job properly.
8. Be Blunt with Your Communication
Send a clear, automated response to all applicants acknowledging their application and setting expectations about when they might hear back. But don’t be afraid to include a line that says, “Due to the high volume of applications, we will only be able to respond to those who meet our criteria.” It might seem harsh, but it’s better than leaving candidates in the dark.
9. Outsource If You Have To
If your internal resources are stretched too thin, consider outsourcing the initial screening process to a recruiting agency. They can help you filter through the noise and present you with a shortlist of the most qualified candidates. Yes, it’s an added cost, but when time is money, it’s a worthwhile investment.
10. Consider the Long Game
Think of your hiring process as a funnel. Every applicant you attract is a potential brand ambassador for your company, whether they get the job or not. Even if you can’t engage with every applicant personally, make sure your process is respectful and leaves a positive impression. An automated rejection letter might seem cold, but it’s better than leaving people hanging.
In the digital age, the challenge isn’t finding applicants, but finding the right ones. By being strategic, setting clear boundaries, and utilizing the tools at your disposal, you can turn an overwhelming situation into an opportunity to discover top talent. Remember, it’s not about how many applications you receive; it’s about finding the best fit for your team.
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