Why Hiring Has Become a Needle-in-a-Haystack Search — And How to Navigate It
When Adam applied for an entry-level job, he was competing against 6,600 other applicants. That’s the stark reality for many job seekers in Australia today, highlighted in a recent 9News report. Adam, a 31-year-old with a Bachelor’s degree and a TAFE diploma, had applied to over 300 jobs in 18 months — yet finding opportunities proved extremely challenging.
While stories like Adam’s often focus on job seekers, they also highlight a critical reality for employers: high-volume applications make it increasingly difficult to identify the right candidates efficiently and fairly.
A. The Challenge: Sifting Through a Massive Applicant Pool
For hiring teams, the flood of applications isn’t just a job seeker problem — it’s a recruitment challenge. High-volume entry-level roles can attract thousands of applications, many from well-qualified candidates with varying levels of experience.
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Screening hundreds or thousands of resumes takes time, especially when trying to give every candidate fair consideration.
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Valuable talent can easily get lost in a mountain of similar-looking applications.
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Without a structured process, bias can creep in, particularly when hiring for roles requiring both skill and cultural fit.
This creates frustration for both sides: job seekers feel invisible, while employers struggle to efficiently identify suitable candidates.
B. How the Job Market Has Changed Since COVID
Adam’s story reflects broader shifts in the labour market:
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Tighter Competition
Even entry-level roles now draw massive applicant pools. Jobs that previously were considered “easy to get” now attract hundreds or thousands of applicants. -
Changing Candidate Behaviour
Online platforms and one-click applications have made it faster than ever to apply — which means more volume but not necessarily better matches. -
Technology and Automation
Many first-round screenings are now conducted with AI or automated tools. While these can save time, they may overlook transferable skills or soft capabilities.
C. Tips for Effective Screening If You’re Doing It Yourself
If you’re a small business or hiring manager, here are practical strategies to manage high-volume recruitment:
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Pre-Screen Questionnaires
Filter early with a short form to assess eligibility, experience, and candidate preferences. Include a few behavioral questions to gauge attitude and problem-solving. -
Leverage Technology, Wisely
Use Applicant Tracking Systems (ATS) or AI to organise applications, but don’t rely solely on them. Always include a human review to identify potential. -
Structured Screening Calls
Run 10-minute phone or video calls to assess communication and enthusiasm before committing to interviews. -
Scoring Rubrics
Define “must-have” vs “nice-to-have” skills and consistently score candidates. Involving more than one team member reduces bias. -
Group Assessments
For high-volume roles, consider group interviews or practical assessments to evaluate candidates side-by-side.
D. Robots, AI — Friend or Foe?
AI is increasingly part of recruitment. The upside: efficiency, organisation, and consistency. The risk: algorithms may miss high-potential candidates who don’t match pre-set keywords or experience patterns.
The best approach combines AI as a helper with human insight. This ensures fair assessment, cultural fit, and job-readiness — exactly what stories like Adam’s highlight: sheer volume can hide talent if we rely solely on technology.
Adam’s experience is a reminder that the job market has changed dramatically. Employers now face high-volume recruitment challenges, while candidates navigate intense competition.
The organisations that succeed are those that combine strategic human assessment with smart technology — ensuring the right people don’t get lost in the noise.
By adopting structured screening, leveraging AI where appropriate, and maintaining human judgement, businesses can turn high-volume recruitment from a headache into an opportunity to find the right talent efficiently and fairly.
High-volume recruitment doesn’t have to be overwhelming. Let us help you screen smarter, hire faster, and find the right people for your business.
