[azinman2]

> 3) I've seen big and small companies posting over and over the same job ad. For example a big consulting group has been posting the exact same job for more than a year (really) on linkedin and elsewhere - each time there are more than 100+ applicants on linkedin.

At the same time I’ve seen on the other end just endless unqualified applicants. Dozens and dozens of people who don’t pass a phone screening. Some jobs are tough to find the right applicant, or you’re looking in an area of high competition for a specific talent.

[CM30]

The question then becomes "how are applicants getting to the phone screening to begin with?"

Because from what I can tell, it seems like a complete toss up whether a qualified/unqualified applicant will even get that far, let alone how much further in the progress they'll get. I get the distinct feeling that most filtering systems are just dropping a lot of great candidates at the first hurdle, and then letting a bunch of unqualified ones through to the later rounds.

[bluGill]

Have you ever had a stack for 100 resumes and had to figure out who to interview for the one position? You need to get rid of at least 80% quickly before it is worth your while to read them in more detail - that still leaves 20 to read, but that is way too much, now you are just looking for people who can probably do the job or meets any diversity requirements HR might have (and would be better, but you will interview anyone who lets you prove to HR you tried before hiring whoever comes out on top).

[ikr678]

HR/HR software should be doing the first pass to filter that stack of 100 down and only giving you relevant candidates.

[_DeadFred_]

The issue with that response is that a random posting on LinkedIn isn't how you fill those positions though. Cookie cutter jobs sites are for cookie cutter jobs.