The number of applicants on a LinkedIn job posting can provide useful insights into the labor market and the desirability of a particular role or company. In this article, we will explore what the applicant count signifies and how employers can leverage this metric.
What Does the Applicant Count Represent?
At the most basic level, the applicant count shows the volume of interest in a job opening. A position that attracts 500 applicants likely appeals to a broader pool of potential candidates than a role with 50 applicants. As such, the applicant tally offers a snapshot of demand for that particular opportunity.
Specifically, the number of applicants represents the quantity of individuals who have submitted their profiles for consideration. On LinkedIn, job seekers can easily apply to positions with just the click of a button, so it takes minimal effort. But the action does indicate interest and intent from prospective candidates.
High applicant counts typically mean:
- The role is appealing to a wide range of people. Factors like competitive compensation, renowned employer brand, great perks, remote work options, or high growth potential tend to attract large piles of applicants.
- The job ad is reaching and resonating with the target demographic through proper distribution and marketing.
- Labor market conditions make candidates more likely to apply to any relevant opening, even ones they’re less confident about. When the economy is unstable, people tend to apply more broadly.
Meanwhile, lower applicant tallies could reflect:
- A highly specialized role that only a narrow subset of people are qualified to do.
- An employer brand that is obscure or unappealing to prospective candidates in that field or location.
- Limited distribution or visibility for the job ad.
- Stiff competition for talent from other companies.
- A tight labor market where candidates feel less pressure to apply widely.
How Many Applicants Is “Good”?
Is there an ideal number of applicants employers should aim for? This depends largely on the type of job and conditions in the labor market.
For an individual contributor role at a small company, anywhere from 25 to 150 applicants may be reasonable. For a high-volume hourly job, 200+ applicants is often needed to have a sufficient pool of qualified candidates. Leadership roles at big tech firms can attract 2,000+ applicants easily.
The following table provides some ballpark applicant range benchmarks by job type:
| Job Type | Reasonable Applicant Range |
| Hourly customer service | 100 – 500+ |
| Individual contributor at small or mid-size company | 25 – 200 |
| Manager at corporation | 50 – 500 |
| Executive at large enterprise | 200 – 2,000+ |
Employers should aim for applicant counts on the higher end of these ranges when talent is scarce and adjust expectations when the labor supply is abundant.
Factors That Impact Ideal Applicant Volume
Several factors influence what constitutes a healthy applicant pipeline:
- Unemployment rate – When unemployment is low, candidates have more job options and apply more selectively. High unemployment leads to broader applications.
- Industry conditions – Some sectors inherently attract more interest than others. Tech and healthcare often get high application volumes.
- Role seniority – Junior and mid-level roles get more applicants than senior leadership positions.
- Qualification requirements – Jobs with extensive educational or experiential prerequisites shrink the eligible pool.
- Company size/brand – Major corporations naturally draw bigger applicant rosters than small businesses.
- Location – Job opportunities in major metro areas get more interest than rural openings.
Monitoring Applicant Trends
While the ideal applicant count varies, looking at trends over time for similar roles can indicate whether interest levels are rising or falling relative to past benchmarks. If application volume is unusually low, it may signal problems with the employer brand, job advertising, screening criteria, pay scale, or labor supply-demand dynamics.
Applicant Quality > Quantity
While attracting a robust pipeline of candidates is positive, recruiter wisdom says “quality over quantity.” Some roles naturally filter for specialized skill sets. Others, like retail or hospitality jobs, may need to screen hundreds of applicants to find a few qualified gems.
Factors impacting applicant quality include:
- Job description – Is it an accurate, compelling portrayal of the role and requirements?
- Advertising targets – Is the job ad reaching the right audiences?
- Compensation range – Are pay and perks competitive enough to attract top talent?
- Employer brand – Does the reputation of the company resonate with high caliber prospects?
- Economic conditions – Tougher times motivate more over-qualified applicants to apply broadly.
While applicant volume offers useful directional insight, evaluating individuals’ skills, experience, and motivations is crucial. Even postings that generate 1,000+ applicants may only yield a small number of worthwhile candidates after screening.
How to Leverage Applicant Data
Savvy recruiters carefully track and analyze applicant metrics like pipeline volume, quality, and conversion rates at each stage. This data can inform strategies to attract, engage, and hire better talent.
Figure Out Where Candidates Are Coming From
Tools like LinkedIn Recruiter provide applicant source reports to pinpoint which channels – job boards, social media, referral programs, etc. – applications originate from. Monitoring this helps employers allocate recruiting budget effectively and advertise openings where target candidates will see them.
Gauge Labor Market Competition
High application numbers signal employers are competing in a talent-rich environment. When applicant pools shrink, it indicates a tighter labor supply where candidates have negotiating power. Employers must then adjust outreach, branding, compensation plans, and messaging to stand out.
Identify Screening Gaps
If most applicants fail to meet the minimum qualifications, the job description, advertising, and screening process may need fixing. Revising these to reach talent with the right backgrounds can improve applicant quality.
Pinpoint Employer Brand Perceptions
Sometimes applicant volume differs across similar openings at the same company. This may mean location, department, hiring manager, compensation variations, or other factors affect employer brand perceptions and appeal to applicants.
Refine Sourcing Strategy
Tracking application sources, candidates’ demographic data, and participation by referral networks helps recruiters find avenues yielding stronger prospects. This enables honing sourcing on the highest potential channels.
Forecast Hiring Needs
Application volume patterns over time, combined with historical pipeline conversion rates, help employers predict hiring demands. This supports workforce planning and budgeting.
Highlight Recruiting Process Shortfalls
Declining conversion rates at certain stages – like low screening pass rates or poor offer acceptance – indicate problems to address. Everything from unclear job criteria to slow interview scheduling can drive candidates away.
Benchmark Against Competitors
In some industries, employers share recruitment data. Comparing applicant metrics to key competitors provides useful context for whether your pipeline is competitive.
Leverage Applicant Insights Wisely
While applicant data offers valuable intelligence, avoid relying on volume alone as a recruiting metric. Focus on attracting and identifying the richest source of qualified, engaged candidates aligned with the role and company culture.
Some final tips on analyzing applicants effectively include:
- Consider applicant quality, not just quantity.
- Factor in labor market dynamics impacting application volume.
- Set reasonable applicant count expectations by job type.
- Monitor applicant source trends over time.
- Track geographic, seniority, skill variations in your applicant pipeline.
- Distinguish between applicants and qualified candidates.
- Use applicant insights to refine sourcing, screening, and recruiting workflows.
- Compare metrics to past performance and industry benchmarks.
Conclusion
The number of applicants for a job opening provides useful directional insight on labor market conditions, employer brand perceptions, and the effectiveness of recruiting efforts. While more applicants give employers a wider selection pool, quality still matters more than sheer quantity. Savvy recruiters analyze applicant trends to source, engage, and hire the best people efficiently.
