Do you want some live data as to how crazy posting a remote role is? If you haven't seen it yet, just posted a DevOps role less than an hour ago... 235+ resumes in my inbox. I went through all of them by 12pm PT. 8 out of the 235 are actually qualified for the job. SO, if you're worried about the number LinkedIn puts on a job posting for "applications," it's not that accurate.
William Campbell
1mo
Ruby M. I see people in this thread saying (versions of), "Thanks, I will stop ignoring postings that already have 100+ applicants." But maybe you could offer additional context? If you can slog through 235 in a morning, you're not spending much time on each, at least on average. Do you have a method for determining which 8 out of the 235 are qualified? Are you confident the criteria you're using are relevant (e.g. "years of experience" is rarely a predictor of capability)? I'm sure it's a step up from automated keyword screens, but I'll bet I'm not the only one curious to see behind the curtain.... 😁
Brad Westhafer
1mo
Why do you post the role instead of just searching within LinkedIn for people who have turned on the "open to work" feature? Seems like that might be easier than having to go through hundreds of resumes.
Omar Sangurima
1mo
Gonna ask…how do you vet that amount that quickly??! Thems MJ numbers
Stuart Mitchell
1mo
The 'Easy Apply' button is the devil.
Stuart Mitchell
1mo
Few answers to the questions here that I think people might find useful; - the average time a recruiter views a profile and decides is 6-7 seconds - most of our roles are filled within our network but we don’t want to discredit new candidates or people we might forget who then ping us! - no role will be discredited by an ATS at Hampton North - the real problem here is how easy it is to apply, we’ve gone too far. If it took even 60 seconds some people wouldn’t bother. But one click with no limit? Why not apply? And LinkedIn use it to boost their job slot sales too
I am honestly not surprised at all. Many of the job descriptions, I've come across often ask for a whole team's abilities and experience for a single person. I have seen eg "data scientist" roles which asked for everything and the kitchen sink, from data engineering, to orchestration, to actual modeling, to a full front end as a SPA (not just APIs), to deploying SaaS-style in the cloud plus the associated monitoring tools. So, I'd suggest to state clearly the role, and keep requirements focused on the specific task at hand. Otherwise your chances of getting "less targeted" CVs are possibly bigger But it's hard to be surprised if your CVs are not what you actually look for when JDs specify a whole team's abilities for a single position
William Campbell
1mo
1. Publish your open position to your own career site (or worse yet, to a job board). 2. Aggregators collect your postings and publish globally, highlighting your post to candidates with even the most tenuous of qualification matches. 3. Job boards and aggregators add features allowing (and encouraging) applicants to easily toss in with as little as a single click. 4. Act surprised when you get a firehose of applicants that you can't possibly cope with rationally. 5. Buy an ATS to screen out the clearly unqualified, but in doing so also screen out some of the best, because they didn't guess the right keywords to insert into their résumé. 6. Rinse and repeat. It's an arms race. Auto-apply tech vs. screening tech.
August S.
1mo
Honestly i know going through that many sucks, but that’s more of a niche role. I wonder if the ratios are the same for roles that get 1k plus applicants
Robert Goffin
1mo
Also to all those saying "you can't get through 245 resumes in an hour, you're not doing your job properly"... Take a second to think how this works. For a devops role like this, let's say we're looking for a devops engineer with AWS as a hard requirement. Not a dev who's been doing devops for a few months, nor a network person who's been working with aws recently either. An AWS devops engineer. One way to filter out unsuitable CVs, eg sales people, support guys, people with zero aws experience, would be to keyword search "devops". Then, keyword search "aws" or any of the relevant aws services. I guarantee this will halve the amount of resumes you're looking at. So now you have 120 resumes, but probably 30 of those you'll have seen before and remember (eg a tester that applies for everything and stuffs their resume full of keywords). So now you may have 90 resumes left. Oh and the role is remote but you need to be a tax resident of that country (eg USA)? Yep Halve it again as I guarantee over half these applications will be from the other side of the world. So now you have 45 resumes left! Now you have a manageable amount of resumes to check through based on the hiring company's criteria. It's too easy to mass apply.
Backend architect and low-latency expert ( C/C++/Assembler )
4wHere's some live data about how the process looks like from the candidate's point of view. During the last 9 months, I have applied to at least 300 positions for which I was 100% over-qualified ( C/C++ programming; with my cv, LinkedIn profile and cover letter clearly showing it ) . Got a total of 21 screening calls which resulted in 9 interviews which concluded with 4 job offers. For ALL THE REST I got either silence or the automated "we proceeded with more qualified candidates". This can only be true if every one of these companies had such a flood of candidates with more than 25 years of experience in C/C++ programming that it did not have time for even a screening call with me.