In a recent ICTC-CTIC DWCA video, Debbie Mastel explored a common hiring challenge: Is it better to focus on attracting more applicants or refining the process to ensure the right talent comes through the door?
At first glance, it may seem logical to cast a wider net—after all, more candidates should mean a higher chance of finding the perfect fit. However, that’s not always the case.
A high volume of applications can slow down the hiring process, overwhelm hiring teams, and lead to delays, poor decisions, or even missed top talent. Without a clear strategy to filter out unqualified candidates, businesses risk spending weeks sifting through resumes—only to end up without the right hire.
Finding the right balance between quantity and quality starts with refining the hiring approach.
Why Too Many Applicants Can Be a Problem
A common hiring mistake is assuming that an overwhelming number of applications indicates strong hiring potential. In reality, it often means the job posting is attracting the wrong candidates.
One organization recently struggled to fill a key role despite receiving hundreds of applications. After reviewing their approach, two major issues surfaced:
🔹 Uncompetitive compensation – Many qualified candidates never applied because the salary didn’t align with industry standards.
🔹 Vague job description – A lack of clarity resulted in an influx of applications from unqualified individuals.
Rather than focusing solely on increasing applicant numbers, organizations must ensure they are reaching the right candidates from the start.
3 Strategies to Balance Quality & Quantity in Hiring
1. Refine the Job Description
A well-crafted job posting acts as the first filter in the hiring process. Before publishing a role, businesses should consider:
✔️ Is the compensation competitive? Informed candidates compare offers—unattractive salaries deter top talent.
✔️ Are job expectations clearly outlined? Defining must-have vs. nice-to-have skills helps eliminate unqualified applications.
✔️ Is the job title accurate? Vague or misleading titles can attract the wrong talent.
2. Implement Strategic Screening Methods
Once applications start coming in, efficient screening processes help separate top candidates from the rest. Effective strategies include:
✔️ Pre-screening questions – Adding key qualifying questions to the application process helps filter out unqualified candidates early.
✔️ Technical assessments – For roles requiring specialized skills, short tests can quickly identify strong candidates.
✔️ AI-powered resume screening – Many hiring platforms offer automated tools to rank applications based on relevance.
3. Involve Senior Team Members in Shortlisting
Hiring managers and senior team members bring invaluable insights to the selection process. Their expertise helps:
✔️ Speed up decision-making – Experienced professionals can quickly identify candidates with the right mix of skills and cultural fit.
✔️ Recognize key success factors – Industry veterans often notice subtle indicators that predict a candidate’s long-term success in a role.
Key Takeaways
- More applicants do not always lead to better hires—quality over quantity is the priority.
- A refined job description ensures the right candidates apply, reducing unnecessary filtering.
- Strategic screening methods streamline the hiring process and highlight top talent.
- Involving senior team members in shortlisting improves efficiency and decision-making.
By shifting the focus from volume to value, organizations can streamline hiring, enhance candidate experience, and secure better long-term hires.
Struggling to attract the right candidates? Book a call with Debbie Mastel to refine your hiring strategy and build a team that drives success.