When you view a job posting on LinkedIn, you may see a notice indicating the number of applicants who have already applied for that role. This provides helpful context about the level of interest and competition for that particular opening.
Why does LinkedIn show the number of applicants?
LinkedIn displays the applicant count for a few key reasons:
- To give job seekers a sense of how popular or in-demand a job posting is.
- To encourage prompt applications from interested candidates before too many others apply.
- To provide transparency into the volume of applicants companies are receiving.
Essentially, LinkedIn wants to supply useful data to help inform your application decisions. Knowing how many other people have applied could impact whether you take the time to apply and how you prioritize that application versus others.
What are the key applicant ranges to be aware of?
While each job posting will be different, here are some general benchmarks to be mindful of when evaluating the applicant count:
- 0-10 applicants – This is a very low amount and indicates it is likely early in the posting lifespan or an unpopular opening. Your chances may be stronger applying sooner than later.
- 11-50 applicants – This range suggests mild interest in the role so far. There is still time to apply and be seriously considered.
- 51-100 applicants – Interest is growing for this opportunity. You still have a shot but want to apply sooner rather than later.
- 100-300 applicants – This indicates a very popular role that is garnering a lot of interest. Competition will be stiff but worth applying to if highly qualified.
- 300+ applicants – This is an extremely popular job that is likely being flooded with candidates. Only worth applying if almost perfectly qualified.
Of course, these ranges can vary significantly depending on factors like the company, industry, level of role, and how broadly a job is distributed. But in general, these applicant buckets can provide a helpful gauge of how competitive a posting is.
How accurately does the applicant count reflect interest?
In most cases, the applicant count is a reasonably accurate reflection of the actual number of applicants for a few reasons:
- LinkedIn has little incentive to inflate or exaggerate applicant numbers artificially.
- Companies self-report applicant totals through their recruitment accounts.
- The number updates in real-time as new applicants submit their candidacy.
However, there are some scenarios where the applicant count may not be a precise tally:
- If a company lets a job posting expire and reposts, some applicants may carry over.
- Candidates who apply on a company website or other platform may not be counted.
- LinkedIn may cap the display at 500+ applicants if the total is very high.
So while not exact, in most situations the volume of applicants shown on LinkedIn offers a directionally accurate picture of interest in the role.
Does a high number of applicants negatively impact your chances?
It’s natural for a high applicant count to inspire questions about whether it diminishes your odds of getting an interview or landing the job.
In many cases, a role with hundreds of applicants will be more competitive. However, here are a few reasons why applying can still be worthwhile:
- The most qualified candidates will still stand out from the crowd.
- Some applicants may be irrelevant or clearly unqualified.
- The company may be planning to hire multiple people.
- You offer unique skills or experience others likely do not.
So instead of being discouraged by a high number, focus on putting your best foot forward and highlighting why you are an excellent fit for what the company needs.
How can you leverage the applicant data in your approach?
Here are some ways to incorporate applicant count data into your job search and application tactics:
- Apply sooner for roles with fewer current applicants.
- Follow up promptly if you previously applied to a posting that now has high interest.
- Emphasize standout qualifications not likely matched by other applicants.
- Ask about the actual number of applicants during interviews to better understand the pool.
- Use the data to realistically calibrate your expectations for each application.
Checking and factoring in applicant numbers as part of your process can help you invest your time and energy where you have the greatest probability of success.
What are other key application metrics to pay attention to?
Along with monitoring the applicant count, here are some other useful data points to keep an eye on:
- Posting date – How long ago the job was listed. Newer roles tend to get fewer applicants initially.
- Source of posting – Company website, LinkedIn, job board etc. Can indicate how widely visible and shared a role is.
- Application deadline – Upcoming deadlines usually generate a spike in last-minute applicants.
- Skill matches – The percentage of your skills and background that align with the job criteria.
- Salary range – Competitive and above-average compensation will elicit more interest.
Monitoring these additional details can provide helpful context around application volume and competition.
How might future platform enhancements further leverage applicant data?
Looking ahead, LinkedIn and other hiring platforms may find ways to build on top of applicant signal data to empower both companies and candidates, such as:
- Letting applicants know where they stand (top 10% of applicants, bottom 50% etc.) based on their qualifications and endorsements.
- Using applicant volume trends over time to advise job seekers when a position is heating up in popularity or starting to cool down.
- Comparing applicant pools across different companies and locations to understand variances in competitiveness.
- Informing candidates when a role seems likely to be filled imminently based on applicant activity.
Features like this could enable job seekers to have an even clearer sense of where their application stands amongst the competition when considering or applying for an opportunity.
Table Showing Key LinkedIn Applicant Count Benchmarks
Applicant Range | Level of Competition | Application Advice |
---|---|---|
0-10 | Very Low | Apply sooner than later |
11-50 | Low | Apply promptly before more candidates submit |
51-100 | Moderate | Interest growing, apply ASAP |
101-300 | High | Very popular, apply quickly with tailored resume |
300+ | Extremely High | Flooded with applicants, only apply if almost perfectly qualified |
Key Takeaways
Monitoring applicant volume on LinkedIn job postings provides valuable intelligence to inform your approach. Key takeaways include:
- Higher applicant counts generally mean more competition, but do not necessarily preclude you from consideration.
- Newer roles tend to have fewer applicants, so applying sooner can be advantageous.
- Higher visibility roles such as those shared across multiple platforms draw more applicants.
- Following applicant volume trends over the posting lifetime offers helpful tactical context.
- Focus on standing out from other applicants by highlighting your most relevant qualifications.
While not a perfect reflection, applicant data ultimately supplies useful signals to help strategize where and how to focus your application efforts and stand out from the crowd.
Frequently Asked Questions
Does a high applicant count mean I should not bother applying?
No, a high applicant count does not necessarily mean you should avoid applying. Many applicants may be irrelevant or unqualified. Focus on highlighting why you are a great fit. Leverage your connections at the company if possible.
Do applicant numbers matter if I have an internal referral or recommendation?
Applicant volume still provides helpful context, but having an internal advocate can distinguish you despite high competition. Be sure to follow up promptly on referred opportunities before positions fill up.
Will employers look down on my application if many others have already applied?
Not at all. Hiring managers expect that popular roles will receive significant interest. They are still committed to thoroughly evaluating candidates on qualifications rather than application order.
Can I trust that the applicant numbers on LinkedIn are accurate?
In most cases, the applicant count is reasonably precise, especially for newer postings. However, take the specific number with a grain of salt. Look at ranges rather than absolutes to gauge competitiveness.
If I wait to apply until after the applicant deadline, will my application be ignored?
Applying after the official deadline has passed can put you at a disadvantage. However, some hiring managers still consider late submissions if the role remains unfilled. But try to apply by the deadline whenever possible.
Conclusion
Paying attention to applicant volume on LinkedIn job postings can provide data-driven insights to improve your application targeting and strategy. While the specific numbers should be considered approximate, the general ranges offer helpful clues into the level of competition. This enables you to focus your time on roles where you are more likely to stand out from the applicant crowd based on qualifications rather than application order alone. So leveraging these signals helps surface promising opportunities and informs savvy submission tactics.