There are a few key reasons why many jobs posted on LinkedIn tend to attract an overwhelming number of applicants:
- LinkedIn’s large user base – With over 740 million members globally, LinkedIn has one of the largest professional networks in the world. This huge user base increases the visibility and reach of jobs posted on LinkedIn.
- Ease of application – Applying for jobs on LinkedIn is relatively quick and easy through their integrated apply feature, which allows candidates to apply with just a few clicks using their existing profile. This facilitates a high volume of applicants.
- Increased use by recruiters – LinkedIn has become one of the top platforms used by recruiters and companies to source and assess potential candidates. As more hiring managers utilize LinkedIn for recruitment, more jobseekers flock to the platform.
- Networking opportunities – In addition to job postings, many people use LinkedIn to grow their professional networks and connect with relevant contacts. This presents opportunities to learn about openings and make recruiting connections.
Overall, LinkedIn’s massive reach, convenient application process, growing recruitment presence, and networking focus make it a magnet for attracting many applicants to available roles. Job seekers view LinkedIn as an invaluable platform for furthering their careers.
Job Market Dynamics
Beyond LinkedIn’s inherent appeal and capabilities as a recruiting platform, there are also broader labor market factors that contribute to the high number of applicants per job posting:
Labor Supply and Demand Imbalance
There is a fundamental imbalance right now between the supply of and demand for labor. Key factors include:
- Candidates exceed openings – There are simply more active job seekers than open positions at any given moment. According to the Bureau of Labor Statistics, there are typically around 1-2 unemployed persons for each job vacancy in the US.
- Increasing workforce participation – Labor force participation has been climbing back up after declines during the pandemic. More people re-entering the workforce leads to more job applicants.
- Graduation cycles – Periods like the late spring/early summer tend to see a surge of new graduates seeking employment, increasing applicant pools for entry-level roles.
With supply outpacing demand, employers can become inundated with applicants when posting positions.
Changes in Job Search Habits
Job search behaviors have also evolved in recent years:
- Passive vs. active jobseeking – Many employed candidates browse openings passively rather than actively looking. This expands applicant pools.
- Volume-based approaches – Some applicants take a volume approach, applying to many roles for which they may be underqualified.
- Bidding for dream jobs – Job seekers sometimes apply for “reach” roles at desirable companies, even if they are not qualified.
These habits can result in applications from candidates who do not necessarily match all criteria.
Applicant Tracking Systems
The widespread use of applicant tracking systems (ATS) also enables and encourages applicants to submit to more jobs more quickly:
- Easy submissions – Most ATS allow one-click application options using resumes and profiles.
- Job blasts – Some ATS automatically show users jobs they may be interested in, making it easy to apply.
- Profile matching – Candidate profiles get matched to openings algorithmically, prompting some to apply.
By making applying fast and simple, ATS remove friction from submitting applications for many roles.
Impacts on Employers
The flood of applicants inspired by LinkedIn and fueled by labor market conditions creates both opportunities and challenges for employers looking to make the right hire.
Pros
Some potential benefits for employers include:
- Wider talent pool – More applicants provides a broader view of available talent in the market across multiple dimensions like skills, experience levels, industries, demographics, etc.
- Increased selectivity – A surplus of options allows hiring managers to be more selective and find candidates who are a tighter fit.
- Improved chances of finding “purple squirrels” – Having more applicants raises the odds of uncovering outlier, exceptionally well-qualified “purple squirrel” candidates.
- Reduced risk – High applicant flow gives companies a margin for error in case candidates wash out or leave at higher rates.
Abundant choice is generally a good thing when making a critical talent acquisition decision.
Cons
On the other hand, some potential drawbacks include:
- Overwhelmed recruiters – Large applicant volumes make it harder for recruiters to effectively and efficiently screen candidates.
- Delayed hiring – Sifting through a flood of applicants slows down hiring processes when businesses need to fill roles urgently.
- Candidate irritation – Job seekers may become frustrated submitting applications and never hearing back from swamped recruiters.
- Wasted time/effort – Resources get wasted screening less qualified applicants who apply through high-volume approaches.
Managing and appropriately screening a surge of applicants requires significant additional time, focus, and resources.
Strategies for Employers
To leverage the upsides and minimize the negatives of attracting droves of applicants on LinkedIn, employers should adopt key strategies:
Refine Job Descriptions
Tighten job descriptions to outline:
- Must-have qualifications, skills, and experience
- Day-to-day role expectations and responsibilities
- Required credentials or technical proficiencies
- Seniority level and exact title
This helps deter unqualified applicants from applying.
Update Screening Processes
Streamline screening with steps like:
- Automated resume screening
- Skills tests
- Phone/video pre-screening
- Customized application questions
Early screening improves assessment efficiency and precision.
Set Expectations
Communicate with candidates on:
- Anticipated application volume
- Steps in hiring process
- Timeline for reviewing applications
- Timing of status updates
Proper expectation-setting improves the experience for applicants.
Monitor and Refine
Continuously track and enhance strategies by:
- Reviewing application loads
- Gathering candidate feedback
- Evaluating screening effectiveness
- Identifying process improvements
Ongoing refinement ensures the best results over time.
Conclusion
The vast applicant pools often seen for LinkedIn postings result from the platform’s expansive reach, frictionless application features, prevailing labor market conditions, ingrained applicant habits, and modern recruiting technology.
While this inundation poses challenges, employers can maximize their chances for an optimal hire by honing job descriptions, upgrading screening techniques, communicating expectations clearly, and continuously monitoring and improving their processes.
With thoughtful strategies, companies can exploit the upside of wide applicant access through LinkedIn while minimizing associated headaches and wasted effort. The abundance of potential talent gives employers added ability to uncover just the right candidates to propel their organizational success.