High Applications, Low Conversions: What’s Broken in Today’s Hiring Process? | TPOSirji

High Applications, Low Conversions: What’s Broken in Today’s Hiring Process?

If hiring portals are flooded with applications, why do so many roles remain unfilled?

This is one of the biggest contradictions in today’s job market. Companies receive thousands of resumes, candidates apply relentlessly, yet actual hiring conversions remain low. The issue is not a lack of talent but a misalignment in the hiring process.

Let’s examine this from the perspectives of freshers, experienced professionals, and HR teams.

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Applying for jobs today has never been easier. Mass submissions, resume templates, and automated applies have caused application volumes to skyrocket, but the quality of these applications has not kept pace.

Recruiters are often overwhelmed, strong candidates get buried, and decision-making slows down. High quantity has quietly undermined meaningful screening.

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Freshers frequently enter the job market with academic credentials but without practical skills or a clear understanding of their career direction.

Many apply to every available role without intent, lack industry exposure, and are often unprepared for interviews and assessments. For HR teams, this appears as high volume with low readiness, resulting in lower conversion rates.

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Experienced candidates face a different challenge. Many are overqualified for some roles and under-aligned for others. Skills listed on paper may not match current market requirements. Salary and role expectations may also diverge from what employers offer.

Even strong resumes can fail if the candidate’s experience is not directly relevant to the role.

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Recruiters often spend more time filtering out candidates than selecting the right ones.

Common challenges include unstructured or inflated resumes, candidates unprepared for interviews, dropouts at the offer or joining stage, and inefficient volume-driven processes. Hiring is not failing; it is defensive and designed to maintain efficiency.

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Applications without intent, resumes that do not reflect real-world capability, misaligned expectations in terms of salary and scope, and gaps in job readiness all contribute to low hiring conversions.

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For candidates, both freshers and experienced professionals, it is important to apply selectively, develop role-specific skills, and prepare for interviews beyond theoretical knowledge.

For HR teams, focusing on candidate intent rather than volume, improving job descriptions, and using structured screening processes can improve hiring effectiveness.

The broader ecosystem needs to bridge academia, candidates, and industry expectations, shifting from mass hiring to fit-based hiring.

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Hiring is not broken because of a lack of talent. It is broken because of misalignment. When candidates understand company needs, companies communicate expectations clearly, and readiness replaces randomness, hiring conversions improve naturally.

TPOSirji connects the right talent, at the right readiness level, with the right opportunities, helping both candidates and companies achieve better outcomes.

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High application numbers do not guarantee high hiring. Clarity, readiness, and relevance do. Success in today’s market depends not on applying more but on aligning better.

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Best Regards,
Somnath Das
Chief Executive Officer – TPOSirji

Email – ceo@tposirji.co.in

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