Recruiters have been talking about application overload for more than two decades. But even with all the advances in recruitment tech, it’s still one of the biggest challenges agencies face.
In this Recruitment Smarts Live episode, Dave Jenkins joins Louise Triance to discuss why managing applications remains so hard, what’s driving the recent surge in volume, and how recruiters can use technology — including WaveTrackR — to work smarter, not harder.
Application Overload Is An Old Problem With New Causes
Dave started his recruitment career 26 years ago, manually filtering applications by hand. Decades later, recruiters are still battling the same issue — only now, the volume has exploded.
In the past year alone, applications have risen sharply. Between January–March 2024 and the same period in 2025, average applications per job jumped from 18 to 29, according to WaveTrackR data.
It’s ironic that after everything we’ve achieved in 26 years, recruiters are still drowning in unsuitable applications,” Dave said.
The economy is a big factor. With fewer jobs available and unemployment creeping up, candidates are applying to more roles — often repeatedly, just to get a response. Add to that the rise of one-click apply buttons and the result is application overload at scale.
Easy Apply Has Made It Too Easy
While simplicity helps candidates apply faster, it’s also made it effortless to apply for jobs you’re not qualified for.
It’s incredibly easy to do, and that starts to snowball,” Dave explained. “Job boards want more people applying — but that doesn’t always help recruiters.
There’s also the growing issue of lazy apply tools, which can send hundreds of applications in seconds. It’s not yet widespread, but it highlights a bigger problem: quantity is overtaking quality.
Poor Ad Copy Makes It Worse
The job ad still plays a major role in attracting the right people. Write it too broad, and everyone thinks they’re suitable. Write it too tight, and you risk getting too few applicants.
Recruiters should clearly outline the skills and experience required rather than casting the widest possible net.
The art of writing a good ad is still an under-utilised skill,” said Dave.
Better ads reduce irrelevant applications — saving recruiters time and improving candidate experience.
Old Habits Die Hard
Despite modern CRMs and automation tools, many recruiters still manage applications the same way they did years ago — through their inbox.
They open every CV in chronological order,” Dave said. “That system’s creaking at the seams.
This manual approach means the right candidate can easily get lost. If they’re application number 408, chances are they’ll never even be seen before the role is filled.
The Hidden Cost Of Inefficient Screening
It’s not just a time issue — it’s a revenue one.
Every missed candidate could be a missed placement, which might mean losing a client, missing a target, or even damaging an agency’s reputation.
The cost is always a loss of revenue somewhere,” Dave said. “It might be the difference between hitting your target or not, or between keeping a client or losing them.
And from the candidate’s perspective, poor management leads to frustration and silence — the number one reason candidates say they stop engaging with an agency.
The Ideal Screening Process: Quality Over Quantity
So what’s the answer?
Dave believes recruiters should stop relying on their inboxes and start letting technology do the initial heavy lifting.
WaveTrackR, for instance, automatically analyses incoming applications, screening, scoring, and ranking candidates before a recruiter even opens a CV.
We look at applications from a suitability point of view first, rather than in chronological order,” said Dave.
That means recruiters see the most relevant candidates first — cutting through hundreds of unsuitable CVs without losing visibility of the full list.
AI Should Assist, Not Replace Recruiters
Dave was clear: AI should never be the decision-maker.
No one wants a ‘computer says no’ moment,” he said.
The technology should order applications by relevance, not exclude people entirely. Bias remains a risk if AI is used to make subjective judgements about personality or ambition.
The goal isn’t to replace recruiters — it’s to give them more time to do what humans do best: build relationships, understand nuance, and make great matches.
Quick Wins To Cut The Noise
Before investing in complex tools, agencies can make simple improvements right now:
- Write better job ads — clear, specific, and honest.
- Use automation — ensure candidates always receive updates.
- Post in the right places — target relevant job boards and sectors.
- Review data regularly — track which sources bring quality candidates.
And of course, use tech that helps you manage applications efficiently and fairly.
There are no prizes for looking through 400 CVs,” Dave said. “Clients only care about getting the right person in the job.
The Future Of Application Management
The future may see AI recruiters talking to AI candidates — a prospect that’s both fascinating and worrying.
But for now, the biggest changes will come from smarter automation, better use of data, and a stronger focus on candidate experience.
Recruitment will always need the human touch.
People buy people,” Dave said. “Technology should help recruiters find the right ones faster.
