Posted about 14 hours by Jonny Grange
It’s never been easier to apply for jobs, and that means your team is likely seeing more applications than ever before. While that sounds like a good problem to have, high application volumes can quickly become unmanageable if you don’t have the right process in place.
Hiring managers and internal teams often tell us they’re overwhelmed. They want to move quickly but worry about missing strong candidates in the pile. Candidates, on the other hand, are applying to multiple roles and may lose interest if they don’t hear back quickly.
In this blog, we’ll explore why high-volume applications are the new normal, the challenges they create, and practical ways to manage them effectively without losing top talent in the process.
Why very high application volumes are the new normal
Applications per vacancy have risen significantly in recent years. With more people looking for work and fewer barriers to applying, it's no surprise that employers are seeing a major increase in CVs hitting their inboxes.
Understanding what’s driving the volume can help you better prepare your hiring process and respond to the reality of the current job market.
The market is candidate-heavy right now
In many sectors, especially tech and digital, the job market is saturated with candidates following rounds of redundancies and restructuring. More people are actively looking for work, which means your vacancies are attracting larger pools of applicants than before.
That doesn’t mean they’re all the right fit, but it does mean more people are keen to be considered. With competition so high on the candidate side, even roles with basic requirements can result in hundreds of applications.
AI tools make it easier to apply for multiple roles
From auto-filled job forms to AI-generated CVs, applying for jobs has never been faster. Candidates can now apply for dozens of jobs in minutes, which adds to the volume you receive for each listing.
This makes it even more important to have effective screening and shortlisting tools in place. The quicker you can identify the most relevant applicants, the less time you waste reviewing unsuitable profiles.
Remote jobs attract more applicants from wider locations
When a job can be done remotely, location is no longer a barrier. This opens up your role to national or even international candidates. While this can be great for finding niche skills, it also means you’re likely to receive more applications overall.
Hiring remotely often requires more time upfront to filter and assess who is a real match, which puts extra pressure on hiring teams.
Some roles now receive over 250–500 applications
We regularly speak to employers seeing application numbers in the hundreds, even for roles that wouldn’t traditionally attract that level of interest. It’s not uncommon for a junior or mid-level role to bring in 300+ CVs.
Without a structured process, it’s easy for internal teams to feel overwhelmed. Worse, it increases the chance of overlooking the best candidates because they’re buried in the stack.
Common challenges for internal hiring teams
High volumes of job applications can overwhelm even experienced internal hiring teams. While an influx of interest may seem like a good problem to have, it often exposes the gaps in your process, especially if you’re hiring without dedicated recruitment support.
Below are four challenges we regularly help our clients overcome when managing high-volume recruitment internally.
Limited time and stretched resources
Hiring is rarely the only priority for internal teams. Most are balancing recruitment alongside business-as-usual work, stakeholder management, and internal operations. When hundreds of CVs come in for a single vacancy, that can quickly create a bottleneck.
Hiring managers often tell us they plan to review CVs and applications “when there’s time,” but that time rarely comes. This can delay the entire process, create a backlog of unread CVs, and lead to reactive decisions. Candidates who apply in good time can be left waiting too long for an update and may lose interest or accept an offer elsewhere before they’ve been properly reviewed.
High volumes demand structure and dedicated attention. Without that, you risk falling behind quickly and damaging the candidate experience before interviews even begin.
Risk of missing standout candidates in the volume
When you’re working through applications at pace, it’s easy to overlook candidates who could be a great fit but don’t tick every box on paper. Not every standout applicant has a polished CV, a perfectly linear career, or the right keywords listed. Some may have transferable experience or potential that only becomes obvious with closer review.
We’ve seen employers miss out on top performers simply because they were buried in the volume. If your process relies on gut feel or speed alone, great people will slip through the cracks. Without structure and defined scoring criteria, there’s little consistency between reviewers — and that increases the risk of bias or error.
You need a system that allows for thoughtful review, even at speed. If not, you may find yourself interviewing safe but uninspiring candidates, while better-suited ones are left behind.
Pressure to move quickly while staying thorough
Speed is essential in recruitment, but it can’t come at the expense of good decision-making. Many employers feel the tension between wanting to hire quickly and needing to be thorough, especially when the pressure is on to fill business-critical roles.
This balance is even harder to strike with high volumes. There’s a temptation to rush through applications or skip screening steps just to get people in the room. But that often leads to wasted interviews, inconsistent shortlists, and second-guessing further down the line.
On the flip side, if your process is too slow, candidates disengage or accept other offers. The most effective hiring teams we work with have clear criteria, firm timelines, and realistic expectations at each stage. They move quickly, but with control.
Manual screening fatigue and inconsistency
Reading CV after CV is mentally tiring. When you’re reviewing hundreds of applications manually, it’s difficult to maintain focus, fairness and consistency throughout. Fatigue sets in, shortcuts are taken, and unconscious bias can creep in.
We often hear from teams who admit they make different decisions on a Friday afternoon than they would on a Monday morning. Without structured screening tools, decisions rely too heavily on the person reviewing at the time.
This inconsistency can damage your hiring process and lead to missed opportunities. The key is to remove as much manual strain as possible. Whether that’s through better filtering, automation, or recruitment support, reducing the burden helps improve both speed and quality.
How to manage high-volume job applications more effectively
High application numbers don’t need to slow your process down or affect quality. The key is having a clear and repeatable system that helps you move quickly without cutting corners. That means combining the right tools, structure and support to make decisions confidently — even when you're reviewing hundreds of candidates.
Here’s how we advise employers to improve their process when applications start to spike.
Use screening questions to filter early
Adding simple screening questions to your job application form can save hours later. These questions help surface key information early — such as location, availability, salary expectations or specific qualifications — and allow you to rule out candidates who clearly don’t meet the role requirements.
Read more: 8 pre-employment screening tips for SMEs
The best questions are relevant and easy to answer. Avoid long text boxes or anything too vague. Focus on deal-breakers first. For example, “Are you based in the UK with the right to work?” or “Do you have commercial experience with X software?” can quickly filter out unsuitable applicants.
This approach doesn’t just save time. It also means that by the time you reach the CVs, you’re only reviewing people who have already passed your basic criteria.
Make the most of your applicant tracking system (ATS)
Many employers have access to an ATS but aren’t using it fully. Your applicant tracking system can do more than just store CVs. It can help you tag, filter, search and sort applications quickly, and in some cases even auto-score or categorise applicants based on your criteria.
If your team is still downloading CVs manually or working from shared inboxes, it’s worth reviewing how your current tools could work harder for you. Grouping applications by status, assigning tasks to colleagues, and keeping comms in one place makes a big difference to consistency and speed.
A well-used ATS also creates a better audit trail and candidate experience. You can track who applied, when they were reviewed, and where they are in the process, without relying on memory or spreadsheets.
Score candidates based on clear criteria
When volume is high, scoring applicants based on pre-agreed criteria helps remove guesswork. Whether you're using a spreadsheet, ATS, or simple shortlist form, assigning scores to each candidate keeps the process focused and consistent.
Define your criteria up front. This could include things like relevant experience, technical skills, qualifications, or specific achievements. Decide what matters most for the role, and make sure everyone involved in screening is aligned.
Read more: How to shortlist candidates for an interview
You don’t need a complicated scoring system. Even a simple 1–5 scale across a few key areas can help separate strong candidates from weaker ones quickly. It also helps create a shortlist based on evidence, not just instinct.
Set realistic internal response times
Hiring slows down when people don’t know what’s expected of them or when. Setting clear internal timelines for reviewing CVs, giving feedback, or scheduling interviews helps keep things moving and avoids delays.
Read more: Why a lengthy hiring process is costing you top talent
We recommend agreeing up front who is responsible for what, and when it needs to happen. For example, aim to review initial applications within 48 hours, and schedule interviews within a week of shortlisting.
Sticking to these timelines shows candidates that your business is serious about hiring. It also gives your team structure and makes it easier to keep momentum, especially when other priorities compete for attention.
Partner with a recruitment agency
When application volumes become unmanageable, working with a recruitment agency can help take the pressure off. A good recruiter will screen candidates thoroughly before you even see a CV, saving you time and ensuring only the strongest applicants reach your desk.
At Digital Waffle, we work closely with employers to understand what a good candidate looks like for their team. We handle first-stage screening, shortlist preparation, and communication throughout, so your internal team can focus on the interviews that really matter.
Whether you’re struggling with volume, speed, or simply don’t have the internal bandwidth to manage it all, a recruitment partner can keep your process moving and help you make confident hiring decisions faster.
High application volumes are now a regular part of the hiring process. While it shows there is strong interest in your role, it can also lead to delays, pressure and missed opportunities if not handled well.
With the right structure in place, you can keep control of the process, stay on top of shortlisting, and give every candidate a fair chance. Tools, criteria and timelines all make a difference. And if you need extra support, a specialist recruitment agency can help you manage the volume without losing quality.
Need help staying on top of applications and finding the right people faster? Submit your vacancy and one of our consultants will be in touch.
