Over recent weeks, ARV Solutions Divisional Lead, Callum Howard, has noticed a common theme emerging in conversations with job seekers.
“I’ve spoken to quite a few candidates this week who have all said the same thing. They’re applying for job after job and hearing absolutely nothing back.”
One candidate told him they had applied for more than 20 jobs in just two weeks.
“20 applications. Not one rejection email. Not one acknowledgement. Nothing.”
For candidates, this can be incredibly frustrating. Applying for a role takes time and effort, and receiving no response can leave applicants wondering whether their application was even reviewed.
However, while it’s easy to focus on the candidate experience, it is also important to recognise the challenges employers and hiring managers face.
The recruitment landscape has changed significantly in recent years. Quick Apply functionality, automated job alerts and AI-assisted applications have made it easier than ever for candidates to apply for roles. Whilst this has increased access to opportunities, it has also led to many employers receiving considerably higher volumes of applications than in the past.
As Callum experienced himself:
“I posted a job on Tuesday and came in to 43 applications Wednesday morning.”
What is often overlooked is that a high number of applications does not necessarily mean a high number of suitable candidates. Many hiring managers report receiving applications from individuals who do not possess the required skills, experience or qualifications for the role.
Despite the volume, Callum made sure every applicant received a response.
“None of the applicants were suitable but I made sure everyone had an email to tell them they hadn’t been successful and to keep an eye on our website for future roles.”
His experience highlights an important point. Whilst technology has undoubtedly increased application volumes, it should also help employers manage the process more efficiently.
Modern recruitment systems can automatically acknowledge applications, organise candidates, schedule communications and send outcome notifications. While personalised feedback is not always practical, keeping candidates informed is often much easier than many businesses realise.
The challenge is therefore not simply the number of applications received. It is about ensuring that the right processes and systems are in place to manage applications professionally and efficiently.
The Importance of Communication
Every interaction a candidate has with a business contributes to its reputation as an employer.
Candidates understand that not every application will lead to an interview. What many find difficult is the absence of any communication at all. A simple acknowledgement email or update can make a significant difference to the overall candidate experience.
Equally, employers are often balancing recruitment alongside operational responsibilities and competing priorities. Reviewing large volumes of applications can be time-consuming, particularly when many candidates are not suitable for the position.
The reality is that both candidates and employers are navigating an increasingly busy and automated market.
Advice for Employers
For employers, candidate communication should be viewed as an extension of employer branding. The people applying for your roles may also be future applicants, clients, suppliers or industry contacts. A professional recruitment process leaves a lasting positive impression, regardless of the outcome.
Businesses should consider how they use technology throughout the recruitment process. If automation is helping generate applications, it should also be helping manage candidate communications. Automated acknowledgements, clear timelines and timely updates can significantly improve candidate experience whilst reducing the administrative burden on hiring managers. Small improvements in communication can have a positive impact on how the business is perceived in the market.
Advice for Candidates
For candidates, the current market demonstrates the importance of applying strategically rather than simply applying in volume. Whilst Quick Apply tools can make it tempting to submit dozens of applications, focusing on roles that genuinely align with your skills, experience and career objectives is often more effective.
Before applying, take time to review the requirements carefully and consider whether your background aligns with what the employer is seeking. Tailoring your CV and application to highlight relevant experience can substantially increase your chances of progressing through the process. Whilst a lack of response can be discouraging, it is not necessarily a reflection of your ability or value. In many cases, employers are simply managing a large volume of applications.
Where Recruiters Add Value
The discussion also highlights why specialist recruiters continue to play an important role in the hiring process.
As Callum explains:
“We’re already speaking to people, understanding their experience, motivations and what they’re actually looking for, rather than simply putting every CV that matches a few keywords in front of a hiring manager.”
Recruitment is about more than matching job titles and keywords. It is about understanding people, assessing suitability and ensuring both employers and candidates make informed decisions.
As technology continues to evolve, the human element of recruitment remains just as important. The best outcomes are achieved when employers, candidates and recruiters work together, communicate openly and focus on finding the right fit rather than simply processing applications.
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