LinkedIn is the leading networking website where job seekers and employers are connected. The website changed the game in job searches as it became a leader. For a lot of people looking for a job, they look at the number of people who apply for it listed on the job posting. But not all of the numbers are what it seems. This article is all about whether or not LinkedIn is doing a good job in posting the number of people who apply for a job, how accurate is LinkedIn number of applicants, whether it reflects the true number of applicants, and the implications for both job seekers and employers.
The Illusion of LinkedIn Number of Applicants
LinkedIn’s job board makes it so easy for potential employees to apply for multiple positions with “easy apply” feature that this explosion of applications per job does not automatically correspond to improved candidate quality or higher engagement. Many people on LinkedIn will apply to dozens, even hundreds of jobs without considering whether or not they’re right for the role.
LinkedIn makes it easy for people to apply for several jobs with just a few clicks. This “easy apply” feature has led job applicants to become less discerning in their applications. Many job seekers could be applying for a dozen or hundreds of roles on LinkedIn without much thought about their fit, or relevance, or qualification for the position applied.
Easy Apply Feature: Convenience vs. Commitment
Utilizing the “easy apply” option is very convenient and saves job applicants a lot of time. The quality of the applications can be diluted by the quick application process. Applicants often submit applications generically, without that much personalization. On top of that, they can apply for roles without considering qualifications, hoping to cast a wide net. It can mean they might not be as passionate about the position, or might not be suitable for it.
The number of job applicants on LinkedIn is quantified as the number of users who clicked the “apply” button on the job posting. The metric is generally featured on the job postings. It is estimated that between 20-25% of these “applicants” never finished their application. Moreover, sometimes LinkedIn is showing different numbers in applications itself.
Role Reposts and How It Expands the LinkedIn Number of Applicants
In general, LinkedIn’s number of applicants as a value does not reflect only those applying for a job, but the number of users having clicked on within a whole time frame of position’s existence in case it was reposted – simply stood without re-creating a new one to cut the potential employers’ costs. Therefore, it is likely a cumulative number. If a job posting is reposted, the applicant count includes all previous versions of the job advertisement.
LinkedIn has strict rules in place to prevent false use of the reposting function. There are specific guidelines for job reposting, with the key rule being that once any job is reposted within a seven-day timeframe, the employer must boost it.LinkedIn makes it a point that the service stays fair for users. LinkedIn requires employers to promote the job the next time it is reposted within seven days. This method deters companies from gaming the system, and ensures that candidates are applying for legitimate job openings.
Up to 80% of applications on LinkedIn might be unqualified
The total number of applications on LinkedIn doesn’t distinguish between qualified candidates and those who don’t meet the basic requirements for the role, such as location, experience level, and any additional requirements set in the job description. Recruiters report that between 30-80% of applicants are unqualified.
The applicant count could be accurate for jobs where you apply directly on LinkedIn and finish your application. For those jobs that redirect you to the specific company’s website to apply, that count is only reflecting the clicks on the “apply” button, not really completed applications. Therefore, this count often includes individuals who did not complete the application process, so those numbers are artificially high.
Fake Profiles, Spam Applications, and API Bots
Fake profiles and automated bots are a primary concern when atempting to accureately measure applications on LinkedIn. Bot automation is also a significant issue. Some users might use bots to apply for countless numbers of jobs in one go, therefore distorting the applicant count and providing a negative impression of prospective applicants.Moreover, there are some API-powered bots that might apply without completing the application process
The Role of Algorithms and Job Recommendations
There are also LinkedIn’s algorithms that play a significant role in influencing job recommendations too. Sometimes, the suggestions are helpful, but occasionally they can also mislead job seekers into applying for positions that are not what they were initially looking for. For example, if the application suggests “you might be a good fit for” by looking at job titles and keywords rather than objectively analyzing a candidate’s past experience, this can result in a high volume of irrelevant applications.
Passive and unfinished applications
The mainstream understanding of ‘passive’ and ‘active’ job-seekers might also help us to comprehend the situation a little bit better here. Passive candidates can click the “apply” button to check out the details or bookmark the job, whileactive job seekers complete the application process. This blend of behaviors affects the accuracy of the applicant count.
As a result, the applicant count doesn’t differentiate between serious applicants and those who didn’t complete the application, making the number seem higher than it really is.
Other applications channels
Another thing to consider is that LinkedIn could have a numerical value that only includes LinkedIn users’ interests and doesn’t account for applicants from any other sources, like job boards, referrals, company website, etc. So the assumptions about the actual quantity of candidates applied would be misleading.
Employer Perspectives on LinkedIn Number of Applicants
Companies need to use the number of people that apply to see if the job is good or not and to see whether there’s interest in their position. The problem, though, is that this number can be misleading.
Such a high volume of applications can create a false sense of abundance. If the number of applicants is high, it may seem like there are many qualified candidates looking for a chance to work with your company, when in reality, there might be a significant number of unqualified and irrelevant candidates.
The high volume of applications on LinkedIn can overwhelm hiring managers and HR teams. Moreover, skilled talent can get lost in the crowd and end up being overlooked because their resumes just don’t stand out during quick scans, as the HR team might have a thousand resumes to review.
Job Seeker Perspectives on Linkedin Applicant Numbers
Job applicants can use the applicant number to size up the competition. Too many applicants could dissuade candidates from applying and make them feel anxious about the level of competition. In contrast, a low number might lead candidates to believe they faced less competition.
These subjective metrics may lead to poor job search strategies, so it is essential to have the necessary and relevant information. In case of low application numbers, it could sow the illusion that nobody else was interested in the position when that might not have been the case.
The damage caused by the high LinkedIn number of applicants can be even heavier if great candidates are put off from applying, being overwhelmed by the competition and huge number of applications. It can impact the candidate’s experience. Hiring managers should ensure an engaging and transparent experience for all candidates, not only those who might be offered the role, but also those who weren’t selected.
Advice for Job Seekers
- Don’t worry about big numbers of people applying when you see them on LinkedIn. Lots of people are applying for jobs right now. But if you’re a good fit for the job, you have a good shot at getting it.
- Even for those jobs where you see a lot of applicants, apply anyway if you are interested. Plenty of opportunities are still available in the workforce. Don’t let all the applicants on LinkedIn get you down.
- Focus on the jobs you can do and assess the requirements. You can also increase your chances of getting noticed by networking and talking to recruiters directly.
- Remember, LinkedIn applicants tend to be a lot because the number is inflated and not accurate at all. So, please, if you’re qualified, don’t turn down this opportunity. Apply!
Conclusion
LinkedIn job applicant data should be interpreted carefully, as it is inaccurate. Both job seekers and hiring managers should understand these metrics’ limitations and pitfalls.
LinkedIn’s applicant numbers might only deter you from pursuing great job opportunities. Focus on presenting your best self, and remember that the displayed competition often doesn’t reflect the actual scenario. Apply confidently and persistently to increase your chances.
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