When the labor market was tight, employers worked hard at creating a more candidate-friendly application process, which typically meant asking candidates fewer questions to help increase the number of job applications.

Now, many are complaining that they’re receiving too many job applications. We reached out to 10 hiring experts to ask for their opinions. We asked them whether it is better to have too many or too few applications. When you think of jobs for which you had too many applications, why did you feel there were too many? Is it better to effectively pay more per application to get fewer but higher quality? Or is it better to invest in better technology to better rank or score applications so you spend more time with better-qualified candidates and less time on those who aren’t as well qualified?

• Focused Job Descriptions Attract Quality Candidates
• Prioritize Quality Over Quantity in Hiring
• Refine Process to Attract Mission-Aligned Talent
• Balance Application Volume with Efficient Screening
• Strategic Sourcing Yields Manageable Talent Pool
• Curated Hiring Process Enhances Long-Term Success
• Structured Applications Reduce Legal Risks
• Tighten Job Ads to Attract Ideal Candidates
• Targeted Listings Save Time and Resources
• Smart Filters Streamline Hiring Process

Focused Job Descriptions Attract Quality Candidates

I’ve found that an overwhelming number of applicants often indicates that the job description is too vague. When expectations, responsibilities, and must-haves aren’t clearly defined, the role starts to sound like it could be a fit for almost anyone, and that’s exactly what you get: a pile of generic, mismatched applications. A more focused posting acts like a filter, not a wall. It doesn’t just attract the right candidates; it politely signals to everyone else that this probably isn’t for them, saving time on both ends.

We learned this the hard way. Every time we’ve put out a job post with broad language like “self-starter” or “motivated individual,” we were flooded with resumes from people who didn’t align with our values, didn’t meet the core skill requirements, or clearly hadn’t read the full description. Once we started being specific about what the role really required, who we actually wanted, and what success looked like, it was like flipping a switch. The volume dropped, but the quality went way up.

Specificity forces clarity, not just for applicants, but for you as the employer. It sharpens your internal vision of what you’re building and who should be on that journey with you. And while it may feel counterintuitive to “narrow the field” in a competitive job market, the truth is, clarity creates momentum. Less noise, more clarity: that’s how you build the right team from the start.

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