Too Many Applications: Overload on Australian Job Boards
Introduction
The Australian job market is experiencing a surge in job applications that is unprecedented in recent memory. It’s now common for a single job advertisement to attract hundreds of applicants, creating fierce competition for positions across virtually all sectors. For example, an average of 41 candidates applied per job ad in late 2024 – a figure that has since climbed to around 184 applications per listing by April 2025, the highest on record (ACS). In extreme cases, some postings have received thousands of applications (one report noted 4,000 applicants for a single job).
This report examines the scope of this applicant overload problem, the key reasons behind it, and how new hiring solutions like Skill Society aim to mitigate the challenges. A FAQ section is provided at the end to address common concerns from both employers and job seekers navigating this high-volume landscape.
Figure: Intense competition – Australian employers often face a flood of candidates for each vacancy, making it challenging to identify the right person for the job.
Australian Job Ad Saturation and Applicant Volume
The numbers tell a clear story: job advertisements in Australia are swamped with applicants. The jobs market has shifted from the “Great Job Boom” of 2022 (when vacancies were plentiful) to an environment where openings are fewer and each attracts far more candidates. Below are key statistics illustrating this saturation:
- Applications per Job Ad: By mid-2025, the average job ad was receiving well over 100 applications (Seek data showed ~184 per ad in April 2025). This is up from about 41 applications per ad in late 2024, indicating a sharp rise in competition (ACS). In fact, Seek’s senior economist noted that applications per job ad have “never been higher,” now surpassing even the 2020 COVID-peak; the surge is not due to people applying more broadly, but rather a larger pool of job seekers per job (SEEK Talent).
- Decline in Job Ads: At the same time, the number of new job postings has dropped by roughly 5% year-on-year (ACS). Official surveys show around 327,000 job vacancies nationwide in August 2025 – about 30% fewer than the peak in May 2022 (ABS). Fewer advertised roles means each available job gets saturated with applicants.
- Record Competition Across Sectors: This phenomenon is not limited to one field – all industries and regions are feeling it. Applications per ad hit record highs in 2025 across most states, with Western Australia, South Australia, and Queensland each seeing a ~3–4% jump in applicant numbers in just one month (HCAMag). Even traditionally in-demand sectors (e.g., mining, construction) now see intense competition. Competition is extremely strong for most available roles nationwide (SEEK Talent).
- Year-on-Year Surge in Applicants: The volume of job applications has skyrocketed. One recruitment platform reported a 44% increase in total applications in 2023 compared to the previous year; looking further back, the average applications per position has grown 167% since 2022 (ACS). In short, more people are chasing each job than ever before.
- Chances of Success: With so many candidates, the odds of any one applicant being selected are slim. On average only about 2% of applicants ultimately get hired or even reach the interview stage for a given job . Put another way, ~1 in 50 applicants will land the role—highlighting how many qualified people are being turned away due to sheer volume.
It’s clear that Australian employers are inundated with resumes, and job seekers face an uphill battle in standing out. Next, we explore why this overload is happening now.
Why Are Job Boards Flooded with Applicants?
Multiple factors have converged to create the current flood of job applications. The high volume is a symptom of economic shifts, technology in hiring, and organisational patterns. Key drivers:
Economic Climate and Job Market Conditions
- Cost-of-living pressure & inflation have spurred more people to seek employment or switch jobs for better pay. Many workers feel wages aren’t keeping up, prompting 63% of employees to job-hunt after missing out on a raise .
- Some are even looking for second jobs to supplement income as budgets tighten (HCAMag).
- Businesses have slowed hiring or implemented partial hiring freezes. Job vacancy postings have fallen ~5% in the past year (ACS), meaning more job seekers are chasing fewer jobs. This is especially stark in tech, where layoffs and budget cuts left “a disproportionate number of candidates available compared to opportunities” (ACS).
Hiring Pauses and Post-Pandemic Correction
- Following the hiring boom of 2021–2022, many companies are more selective in adding headcount. Labour market data shows job ads have stabilised below last year’s levels, effectively ending the post-lockdown spree (SEEK Talent).
- Fewer positions advertised means each one draws more attention: job ad volumes were ~19% lower in early 2023 versus a year prior; applications per ad rose 70%+ YoY by March 2023 as postings declined (SEEK).
- Even companies that are hiring favour temp/contract roles. Notably, ~80% of placements in 2024 were temp or contract as firms avoided over-committing to permanent hires (ACS).
Ease of Applying (Technology and “One-Click”)
- Major boards (Seek, Indeed, LinkedIn) offer “Easy Apply” and mobile flows; AI tools make it fast to tailor applications. LinkedIn saw ~11,000 applications per minute, a 45% jump after more one-click tools (eWeek).
- 45% of applicants have used AI (e.g., ChatGPT) to write resumes or cover letters, fuelling an “applicant tsunami” of low-effort submissions; AI-generated resumes often look identical, making it harder to spot top talent (eWeek).
- Technology has made applying frictionless, ballooning counts and forcing employers to rely on filters/automation to cope.
Increased Workforce Participation
- Australia’s population and labour force have grown (including skilled migrants and international students). Participation is near record highs.
- A large segment are “passive” job seekers (over 50% of Australian workers are open to new jobs even if employed) and 8 in 10 job seekers find it difficult mainly because “too many others are applying for the same job” .
Summary: A perfect storm of economic pressure, reduced hiring, and ultra-easy online applications has inundated Australian job boards. Employers struggle to sift quality from quantity, while candidates struggle to get noticed.
How Skill Society Mitigates the Problem
Skill Society (skillsociety.com.au) is an Australian platform built to handle high volumes of applicants. It acts as a hiring toolkit, automating much of the screening and selection workflow so hiring teams can find quality quickly.
Automated Screening (“Smart Applications”)
- Instantly filter and score incoming applications against predefined criteria.
- Set knock-out questions/rules (e.g., required skills, experience level) and apply them fairly across every candidate as applications arrive .
- Out of hundreds of applicants, the system immediately flags top matches and filters out those who don’t meet basics—often within minutes. (Co-founder example: “screening 500 applicants in minutes”) (Aerion).
AI-Driven Assessments & Scoring
- Candidates complete structured assessments or AI interviews; responses are scored consistently.
- Goes beyond keywords, evaluating soft skills and role fit (Aerion).
- Hiring managers see an overview rating for every applicant, producing an immediate shortlist from a large pool.
- Designed for fairness and objectivity, giving every person the same structured chance to impress; independent, non-biased evaluations support diversity and merit-based hiring (Aerion).
24/7 Recruiting Workflow
- Always-on: Screening and next-step invites can run around the clock, so strong candidates don’t sit idle.
- Employers can identify the top 10% and save 40+ hours per hire via AI workflows.
Efficient Scheduling & Follow-up
- Calendar-aware scheduling removes back-and-forth and fills interview slots fast (“Meetings on Autopilot”).
- Automated reference checks via voice with transcripts/summaries turn a days-long task into a quick review.
- Recorded interactions and summaries give decision-makers quick insight without attending every interview.
Improved Candidate Experience
- Built around the candidate experience—structured prompts, respectful comms, and timely updates.
- Goal: reduce the lack of feedback common in high-volume hiring, keeping talent engaged and respected (Aerion).
Bottom line: Skill Society increases the signal-to-noise ratio, surfacing the most suitable candidates with data-backed insights. Teams regain control, save time & cost, and make better decisions—directly mitigating the “too many applicants” problem (eWeek).
FAQ: Managing Applicant Overload (For Employers & Job Seekers)
For Employers
Q: How can I efficiently filter hundreds of applications without missing good candidates?
A: Implement systematic screening. Use knockout questions and ATS/AI filters to auto-eliminate clear mismatches and rank the rest. Consider narrower windows/caps on applications and use niche boards. Write specific job ads to deter mismatches. Aim to reduce 500 to a top 5–10% shortlist for deeper review.
Q: How do I maintain quality decisions when overwhelmed by volume?
A: Define must-haves, use structured assessments, and apply consistent interview scorecards. Let your platform auto-score to surface top performers. Use collaborative reviews to reduce bias. Focus on a curated subset rather than skimming every CV.
Q: Do I need to respond to everyone? How do I manage candidate comms at scale?
A: It’s acceptable to contact only shortlisted candidates, but maintain your brand: send auto-acknowledgements, bulk closure emails, and status updates. Tools like Skill Society can automate this. If you can’t reach all, state in the ad that only shortlisted will be contacted, and close the ad once filled.
Q: Will AI or filters introduce bias or deter good candidates?
A: Used thoughtfully, AI can standardise and speed hiring (with many firms adopting AI by 2025) (eWeek). Choose reputable tools, review outcomes for bias, and keep human oversight for final decisions. Be transparent with candidates about how AI is used.
For Job Seekers
Q: If a job has 200+ applicants, is it still worth applying?
A: Yes—if you fit the role. Raw counts don’t show quality or stage. Tailor your CV, write a brief cover note, and apply early. Use referrals where you can. Don’t take the number at face value .
Q: How do I stand out when employers are swamped?
A: Focus on relevance: mirror the language of the ad, highlight accomplishments, and keep it concise/scannable. Recruiters often spend 6–8 seconds on the first pass . Double-check basics (no typos, correct contact info) .
Q: Do companies use automated systems to screen applications, and how do I get past them?
A: Yes—most medium/large employers use ATS/AI. Only ~1 in 4 resumes may pass the initial filter . Use keywords from the ad, standard section headings, and clean formatting. Include a skills summary. Network when possible.
Q: I’ve applied to dozens of jobs and rarely hear back—what now?
A: Refine your targeting (quality over quantity), tap the hidden job market (networking fills ~1/3 of jobs), follow up politely, upskill, and protect your wellbeing. 8 in 10 job seekers find the search difficult—it’s a systemic challenge .