When viewing a job posting on LinkedIn, you may see a statement like “Be one of the first 25 applicants” or “127 people have already applied to this job”. This seems to imply that LinkedIn is tracking the number of people who have applied to each job posting. But is this number really accurate? Here are some key considerations.
What does the applicant number actually mean?
LinkedIn’s “applicant number” represents the number of people who have clicked the “Apply” button on that particular job posting. It does not necessarily mean that many people have actually completed and submitted job applications.
Clicking “Apply” typically takes you to the company’s external career site or application tracking system. At that point, you still need to fully apply by submitting a resume and completing all required fields. Many people click “Apply” to bookmark the job, but never end up formally submitting their application.
Are people who are not serious applicants included in the count?
The applicant number can be inflated by people casually browsing jobs, or by automated bots/scraping tools that apply to postings indiscriminately. Some people “apply” just to see what happens, with no real intention to follow through.
In contrast, job boards like Indeed don’t count “applicants” until a user shows intent to apply, like starting an application or uploading a resume. This helps filter out non-serious applicants.
Does the applicant count eventually get updated?
In most cases, no. Once someone clicks “Apply”, they seem to get permanently counted as an “applicant” even if they never submit a complete application.
Even after a job posting closes, the applicant number remains static. The numbers are not retroactively updated to remove non-serious applicants who never ended up completing applications.
What biases could this introduce?
Since the applicant count is mainly measuring initial interest, it may not accurately reflect the actual applicant pool. This could introduce some biases:
- Applicant number may skew higher than reality, making the role seem more competitive than it is.
- Employers may make incorrect assumptions about job seeker interest and demand.
- Platforms without applicant counts (like company sites) may seem less popular than they are.
How could the system be improved?
Possible ways LinkedIn could provide more accurate applicant data include:
- Only counting submitted applications, not just clicks on “Apply”.
- Regularly refreshing data instead of a static applicant count.
- Marking preliminary applicants differently from completed applicants.
- Using time decay to downweight people who clicked Apply long ago.
Should you rely on the applicant number?
Take the applicant count with a grain of salt. It likely overstates the number of serious applicants at any given moment. However, it can still give a general sense of job seeker interest. Just don’t assume that 100+ applicants means you have no chance at the role.
Focus more on researching the company, perfecting your application, and determining fit – not the applicant count. Use it as an input, but one data point among many to evaluate opportunities.
Conclusion
In summary, the applicant number shown on LinkedIn is more of an “interest” indicator than a precise applicant count. It can inflate perceptions of demand due to casual applicants and bots. While useful for gauging general job seeker interest, take it with a grain of salt when evaluating your own application prospects.
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Frequently Asked Questions
How does LinkedIn count job applicants?
LinkedIn counts the number of people who click the “Apply” button on a job posting. This does not mean they completed an application, so the number can be inflated by non-serious applicants.
Does LinkedIn update the applicant count over time?
No, the applicant number shown remains static over time. It is not retroactively updated to remove applicants who did not end up submitting full applications.
What are some limitations of the applicant count?
Key limitations include: only reflects initial interest, not actual completed applications; easily inflated by casual clicks and bots; not refreshed over time. Take it as one input, not a definitive applicant tally.
Should I avoid applying to postings with “100+ applicants”?
No, you should still apply if it is a good fit. The high applicant count is likely exaggerated. Focus on putting your best application forward, not the perceived competition.
How could LinkedIn provide more accurate applicant data?
Potential options include: only count submitted applications, regularly refresh data, distinguish between preliminary and completed applicants, use time decay on older clicks.
The Importance of Accurate Applicant Data
Having accurate applicant data provides benefits for both job seekers and employers. For job seekers, it helps paint a more realistic picture of the level of competition for roles they are interested in pursuing. Knowing if 100+ people quickly clicked “Apply” or if 50 people actually submitted applications makes a difference in determining how to focus your efforts.
For employers, having meaningful applicant data helps inform recruiting strategy and pipeline management. Understanding true applicant volume, drop-off rates, and conversion funnels allows for better workforce planning. LinkedIn could likely improve their platform insights by tracking applicants more precisely.
Evaluating Your Chances Thoughtfully
Rather than fixating on the applicant count, thoroughly research each opportunity you are interested in. Have a clear sense of your qualifications and fit. Compare the job requirements against your skills, experience, and motivations.
Evaluate your candidacy holistically instead of reduced entirely to one data point. Be selective and thoughtful about the roles you choose to apply to, not reactive to arbitrary applicant tallies. With a customized, strategic approach, you can find and excel in the right opportunities.
Tips for Standing Out from Other Applicants
Here are some tips to make your application stand out, regardless of the applicant tally:
- Customize your materials – Tailor your resume, cover letter, portfolio samples, etc. to match the role.
- Highlight relevant skills – What past experiences map directly to the job requirements?
- Show your passion – Convey genuine interest and fit for the company’s mission.
- Follow up – Send quick thank you notes or check on application status.
- Network – Tap into your professional and personal contacts at the company.
With a strategic, professional approach you can make your application rise above the noise – even against “200+ applicants”.
Focus on Being the Ideal Candidate
Rather than get distracted by LinkedIn’s applicant data of dubious accuracy, stay laser focused on putting your best foot forward and being the ideal candidate. Bring 100% effort and preparation to your next application by:
- Researching the role and company inside and out
- Perfecting your resume, cover letter, portfolio, and interview skills
- Practicing to convey your fit and motivation
- Following up promptly and professionally
Strive to be the top candidate through expertise, enthusiasm, preparation, and fit – not by gaming your application count.
In Closing
LinkedIn’s applicant numbers offer some useful directional insight into job seeker interest and demand. However, various factors can easily inflate applicant counts and skew perceptions.
Leverage the applicant number as an input, but do not let it dictate your approach. Stay focused on showcasing your qualifications and determining strong role alignment. With refined preparation and strategic follow-up, you can rise to the top of any applicant pool.
