The LinkedIn Recruiter Reliance
When I first started using LinkedIn’s Easy Apply feature, I thought it was a game changer. Within minutes of posting a job, I’d see dozens of applications flooding in. It felt like the ultimate hiring hack-so many candidates, so fast. But as I went through the resumes, reality hit me hard. Most of them weren’t even close to being relevant. That’s when the excitement turns into frustration. And if you’ve ever felt buried under irrelevant resumes, struggling to keep candidates informed, or worrying about your hiring reputation, you’re not alone.
Let’s talk about something we all know, but don’t say it out loud: most recruiters like me rely heavily on LinkedIn Recruiter. It’s the go-to tool because almost every candidate you’d want to hire is on LinkedIn. And when it comes to getting applications, LinkedIn’s Easy Apply feature seems like a dream. It’s fast, it’s simple, and it’s tempting. After all, using Easy Apply can attract three times the number of candidates.
But here’s the question that always lingers in my mind: does it make the hiring process better or just busier?
Instead of focusing on the best candidates, you’re stuck sorting through resumes
Easy Apply works so effortlessly for candidates to hit “Apply” that many don’t even bother to tailor their applications. They’re eager, sometimes desperate, for new opportunities, so they’ll apply to anything that looks promising. This means no tailored questions, no assessments, and often no way to truly evaluate their fit for the role.
Here’s where things get tricky. The result is a pile of irrelevant applications that only slow things down. Instead of focusing on the best candidates, you’re stuck sorting through resumes that don’t match the job requirements. It’s frustrating, time-consuming, and counterproductive.
And what happens next? No acknowledgment, no feedback-just silence. Candidates hear nothing after submitting their applications, leaving them feeling ignored and undervalued.
In my opinion job post is the first interaction a candidate has with your company. It’s our chance to make a strong impression. But if the process is slow, unclear, or leaves candidates hanging, they’ll remember. Worse, they might share their negative experiences on platforms like Glassdoor or social media. That’s a hit to your employer brand we can’t afford.
In fact, according to Glassdoor, 72% of candidates who have a bad hiring experience will share it with their friends, family, and colleagues too. Think about that.
A Seamless Process Enhances Your Brand
On the flip side, 58% of job seekers say a seamless hiring process improves their perception of a company. This isn’t just about filling roles; it’s about your reputation. Your hiring process speaks volumes about your company’s culture, values, and professionalism.
Easy Apply may bring in a high volume of candidates, but it doesn’t guarantee quality. Without a system to manage these applications, good candidates can easily get lost in the crowd. This not only wastes time but can also lead to missed opportunities. Strong candidates might never hear back because their applications got buried, leaving them with a negative impression of your company.
Do Applicant Numbers On LinkedIn Scare You?
That’s why it’s important to have a clear, structured process. Using an Applicant Tracking System (ATS) can help you sort through applications efficiently while keeping things organized. An ATS lets you filter applications, prioritize relevant candidates, and ensure every applicant gets a timely response. It helps you focus on what matters: finding the right person for the job.
This is why I believe an Applicant Tracking System (ATS) is not just a tool-it’s a game changer. An ATS does more than just collect applications; it makes the entire process feel human. Imagine applying for a job and receiving an instant “Thank you for applying” message. It’s such a simple gesture, but it reassures candidates that their application didn’t disappear into the void. With features like status updates and timely responses, an ATS keeps candidates engaged and informed.
I’ve seen this firsthand. Using an ATS like Tacitbase, you can go beyond just managing applications. You can create a career page, integrate it with LinkedIn, and even track the source of your candidates. This helps you understand which platforms deliver the best talent and ensures that you’re not wasting time on irrelevant applications.
How I Turned Things Around with LinkedIn + ATS
After struggling with Easy Apply’s inefficiencies, I realized I needed a better system. That’s when I started using an Applicant Tracking System (ATS). Honestly, it was a game-changer. An ATS didn’t just help me manage the flood of applications; it helped me create a more thoughtful, efficient process.
One of the first things I noticed was how much easier it became to filter through resumes. Instead of manually sorting through irrelevant applications, Tacitbase provides summarized insights for each candidate, so I don’t have to waste time digging through irrelevant details. It’s fast, it’s efficient, and it ensures I’m focusing on the right people.
This saved my work hours and ensured that strong candidates didn’t get lost in the shuffle.
Here’s what I’ve learned: combining LinkedIn with an ATS gives you the best of both worlds. LinkedIn attracts candidates, while an ATS ensures the process is seamless and meaningful. Candidates feel valued, and you, as a recruiter, maintain control over the quality of applications.
This balance ensures you don’t sacrifice quality for speed.
At the end of the day, hiring is more than just filling roles.
It’s about how we present ourselves as recruiters and as a company. Every interaction, whether it’s the job post, a follow-up email, or an interview, leaves an impression.
If our process feels rushed or impersonal, candidates notice. Candidates are not just potential employees; they could be your future advocates, customers, or even business partners. But when we take the time to create a thoughtful and seamless experience, it builds trust and leaves candidates with a positive perception of our company.
So, ask yourself: are you hiring smarter, or just faster? The choice is yours. But remember, the way you hire today will shape how people perceive your company tomorrow.