The Evolution of Recruitment Practices
Three years ago, Andrew Stockwell had a well-structured hiring process in place. As the Director of Human Resources at Vendr, a software purchasing company, Stockwell would post a job vacancy, wait a few days, and then sift through dozens of applications—if fortunate, up to a hundred. Recruiters would identify additional potential candidates, expanding the applicant pool. Stockwell would review resumes, conduct interviews, and refer the best candidates to hiring managers. “It was about finding that great talent, evaluating it, talking to them, and identifying the best possible people,” Stockwell explains.
However, everything changed within the last year. Although the process began as it always had, within one or two days, Stockwell found himself inundated with hundreds of applications, sometimes exceeding a thousand. A significant portion of these submissions was “completely fake.” Many appeared to be generated by AI, exaggerating qualifications and making it increasingly difficult to differentiate between applicants. The sheer volume was overwhelming, leading Stockwell to note that his highly skilled and well-compensated talent recruiters spent their days sifting through applications.
The Impact of AI on Job Applications
Stockwell is among numerous HR professionals who believe that the current job search system has become outdated. By 2026, job hunting is expected to be as easy as online shopping, with AI capable of generating tailored CVs and cover letters in mere seconds. Browser extensions can automatically fill out applications, requiring no human intervention. Platforms like LinkedIn bombard users with dozens of job openings daily, many of which allow applications with just a few clicks.
“A year ago, all the talent recruiters were telling me, ‘We want job applications to be as easy as possible’, offering candidates a ‘seamless experience’,” notes Ophir Samson, Director of Voice AI at Greenhouse. He joined the recruitment platform earlier this year when it acquired his startup, which used AI for job interviews. However, the outcome was a staggering 2,000 candidates in 24 hours for a single position. “That’s a horrible experience for everyone involved,” he adds.
Challenges in Identifying Quality Candidates
As a result of this influx, competent candidates often fail to stand out, while less suitable ones go unnoticed. Samson explains that recruiters now face the daunting task of evaluating thousands of applicants each day. Instead of spending quality time on LinkedIn searching for ideal employees, they find themselves adjusting filters in applicant tracking systems, trying to determine which submissions warrant a quick thirty-second review.
Currently, recruiters are expressing a desire for increased competition and a more challenging application process. The goal of eliminating pain points from the selection process makes sense: a higher number of qualified candidates increases the likelihood of finding the right person for the job. Consequently, recruiters have spent years posting job ads on job boards and LinkedIn; they have adopted LinkedIn’s “Easy Apply” feature and promised candidates a “one-click” application process. Following the pandemic, recruiters intensified their efforts to simplify hiring, as companies struggled to fill vacancies.
The Job Market Landscape
Job openings peaked at an unprecedented 12.3 million in March 2022, according to data from the Bureau of Labor Statistics, but saw two years of decline after that. Since mid-2024, job listings have hovered around 7 million, fluctuating by approximately 500,000. Yet, as the number of job postings decreased, the barriers to applying have lowered even further. AI, which became mainstream at the end of 2022 with the public launch of ChatGPT, enables applicants to rewrite their CVs and track new opportunities almost instantaneously. Companies like JobAssist, Sonara, and Apply4Me promise candidates that their technology will handle all the routine aspects of job applications, allowing them to send “ten times more applications with less effort than a single manual submission.” This could enable candidates to apply for dozens of positions each day.
A Deteriorating Job Market Experience
This phenomenon has resulted in a dramatic surge in candidate numbers and cumbersome selection processes. LinkedIn has reported a 46% increase in applications per candidate on its platform since February 2020. Since the launch of ChatGPT, applications have risen by 22%. This influx has led LinkedIn to implement limits aimed at reducing automated and low-quality submissions. This month, the platform is rolling out a feature that informs unqualified candidates that they are likely not suited for a position, suggesting other job opportunities instead.
“We are currently in a situation where companies are complaining about not being able to find good professionals, while individuals are lamenting their inability to secure jobs,” explains Tessa White, a former HR executive. Having worked in human resources for two decades before leaving the corporate world in 2018, White began sharing job market insights on TikTok during the pandemic, amassing 800,000 followers. She believes that the current state is unsustainable and is a direct result of recruiters’ pursuit of speed and convenience. “Every time we seem to strive for efficiency, it appears we compromise on quality,” she adds.
The Reluctance to Embrace Change
Recruiters are acutely aware of the challenges they face. An influx of CVs may be welcome for certain positions, such as skilled trades where employer demand consistently outstrips supply. However, for typical office roles, as Curran notes, “there is not enough turnover; not enough positions are entering the market.” This situation means that recruiters in these sectors are confronted with a flood of resumes every time they post a new job opening.
Many recruiters are now turning to AI tools themselves in hopes of making the sea of applications more manageable. Companies have used automated applicant tracking systems to filter CVs for at least a decade; now, many are employing agents to conduct initial rounds of interviews with candidates. “We often hear hiring managers say they have 1,000 applications but know that only 30 of them are serious,” mentions Samson. An AI interview can help differentiate between unserious candidates and those who are genuinely interested, providing hiring managers with context beyond the resume.
The Future of Recruitment
While these AI interviews may not serve as a barrier on their own, Samson argues that they carry the added benefit of filtering out bots and disengaged candidates. Curran anticipates that some companies will implement filtering questions to reduce the candidate pool through stringent criteria, while others may introduce competency tests earlier in the selection process. However, White remains sceptical that these changes will resolve the underlying issue: that the influx of unfiltered CVs has rendered the initial round of the selection process nearly ineffective. “Companies are struggling immensely to hire staff with the antiquated current process. Even AI and applicant tracking systems, which sound so advanced, are an outdated way to assess people and their skills,” states White. She emphasises that AI lacks the ability to accurately judge an individual’s potential.
“I certainly believe that the recruitment process and how we conduct it needs a complete overhaul. And I’m not even sure I have the right answers,” admits White.
The Importance of Personal Connections
The avalanche of applications has increased recruiters’ reliance on referrals and internal hiring. While personal connections have always been important, many today view them as the only means of navigating the oversupply of applications. Stockwell believes this trend benefits individuals whose profiles align with current employees, which does not promote a diverse workforce.
Now, Stockwell faces this challenge from the other side. In February, he left Vendr and is currently seeking employment. He approaches his job search as if it were a job in itself, networking and attending in-person events. He understands that without a personal connection, the chances of landing an interview are nearly non-existent. He estimates that when he submits online applications, he receives a call for a phone interview in less than 2% of the cases.
“Of course, I am biased regarding my own abilities. But companies are missing out on fantastic talent,” Stockwell concludes.