{"id":54862,"date":"2026-06-04T11:12:31","date_gmt":"2026-06-04T11:12:31","guid":{"rendered":"https:\/\/www.cartermurray.com\/?p=54862"},"modified":"2026-06-04T11:14:34","modified_gmt":"2026-06-04T11:14:34","slug":"why-high-application-numbers-dont-equal-hiring-success","status":"publish","type":"post","link":"https:\/\/www.cartermurray.com\/de\/market-insight\/communications\/why-high-application-numbers-dont-equal-hiring-success\/","title":{"rendered":"Why high application numbers don\u2019t equal hiring success"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull is-layout-constrained wp-container-core-group-is-layout-962af9d1 wp-block-group-is-layout-constrained\" style=\"margin-top:0\">\n<div class=\"wp-block-columns single-post__columns is-layout-flex wp-container-core-columns-is-layout-010e51cd wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column single-post__columns__column--nav is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n<div class=\"wp-block-group single-post__sidebar single-post__sidebar--sticky is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:0\">\n<h2 class=\"wp-block-heading is-style-eyebrow-no-border\" id=\"h-contents\" style=\"margin-bottom:var(--wp--preset--spacing--x-small);padding-right:var(--wp--preset--spacing--small);padding-left:var(--wp--preset--spacing--small)\">Contents<\/h2>\n\n\n\n<div class=\"wp-block-group has-border-color has-brand-1-20-border-color is-layout-constrained wp-container-core-group-is-layout-9a4c8acf wp-block-group-is-layout-constrained\" style=\"border-width:2px;border-top-left-radius:0.83rem;border-top-right-radius:0.83rem;border-bottom-left-radius:0.83rem;border-bottom-right-radius:0.83rem;padding-top:var(--wp--preset--spacing--small);padding-right:var(--wp--preset--spacing--small);padding-bottom:var(--wp--preset--spacing--small);padding-left:var(--wp--preset--spacing--small)\">\n<div class=\"wp-block-yoast-seo-table-of-contents yoast-table-of-contents\"><ul><li><a href=\"#h-contents\" data-level=\"2\">Contents<\/a><\/li><li><a href=\"#h-the-shift-in-how-candidates-apply\" data-level=\"2\">The shift in how candidates apply<\/a><\/li><li><a href=\"#h-when-high-application-volume-becomes-a-bottleneck\" data-level=\"2\">When high application volume becomes a bottleneck<\/a><\/li><li><a href=\"#h-rethinking-what-makes-a-strong-pipeline\" data-level=\"2\">Rethinking what makes a strong pipeline<\/a><\/li><li><a href=\"#h-the-importance-of-candidate-motivation\" data-level=\"2\">The importance of candidate motivation<\/a><\/li><li><a href=\"#h-balancing-automation-with-human-insight\" data-level=\"2\">Balancing automation with human insight<\/a><\/li><li><a href=\"#h-improving-the-application-process-without-losing-quality\" data-level=\"2\">Improving the application process without losing quality<\/a><\/li><li><a href=\"#h-the-impact-on-employer-brand\" data-level=\"2\">The impact on employer brand<\/a><\/li><li><a href=\"#h-from-volume-to-value\" data-level=\"2\">From volume to value<\/a><\/li><li><a href=\"#h-a-more-effective-approach-to-hiring\" data-level=\"2\">A more effective approach to hiring<\/a><\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group single-post__share-desktop is-layout-constrained wp-container-core-group-is-layout-fe5e0b46 wp-block-group-is-layout-constrained block-visibility-hide-medium-screen block-visibility-hide-small-screen\" style=\"margin-top:var(--wp--preset--spacing--x-large);padding-top:0;padding-right:var(--wp--preset--spacing--small);padding-bottom:0;padding-left:var(--wp--preset--spacing--small)\">\n<h3 class=\"wp-block-heading is-style-eyebrow-no-border\" id=\"h-share\">Share<\/h3>\n\n\n\t<ul class=\"wp-block-social-links has-normal-icon-size is-style-branded\">\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-facebook\">\n\t\t\t\t<a href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Fwww.cartermurray.com%2Fde%2Fmarket-insight%2Fcommunications%2Fwhy-high-application-numbers-dont-equal-hiring-success%2F\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on Facebook\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M12 2C6.5 2 2 6.5 2 12c0 5 3.7 9.1 8.4 9.9v-7H7.9V12h2.5V9.8c0-2.5 1.5-3.9 3.8-3.9 1.1 0 2.2.2 2.2.2v2.5h-1.3c-1.2 0-1.6.8-1.6 1.6V12h2.8l-.4 2.9h-2.3v7C18.3 21.1 22 17 22 12c0-5.5-4.5-10-10-10z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on Facebook<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-x\">\n\t\t\t\t<a href=\"https:\/\/twitter.com\/intent\/tweet?url=https%3A%2F%2Fwww.cartermurray.com%2Fde%2Fmarket-insight%2Fcommunications%2Fwhy-high-application-numbers-dont-equal-hiring-success%2F&#038;text=Why%20high%20application%20numbers%20don%E2%80%99t%20equal%20hiring%20success\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on X\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M13.982 10.622 20.54 3h-1.554l-5.693 6.618L8.745 3H3.5l6.876 10.007L3.5 21h1.554l6.012-6.989L15.868 21h5.245l-7.131-10.378Zm-2.128 2.474-.697-.997-5.543-7.93H8l4.474 6.4.697.996 5.815 8.332h-2.387l-4.745-6.801Z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on X<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-linkedin\">\n\t\t\t\t<a href=\"https:\/\/www.linkedin.com\/sharing\/share-offsite\/?url=https%3A%2F%2Fwww.cartermurray.com%2Fde%2Fmarket-insight%2Fcommunications%2Fwhy-high-application-numbers-dont-equal-hiring-success%2F\" target=\"_blank\" rel=\"noopener noreferrer\" aria-label=\"Share on LinkedIn\">\n\t\t\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 24 24\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M19.7 3H4.3A1.3 1.3 0 003 4.3v15.4A1.3 1.3 0 004.3 21h15.4a1.3 1.3 0 001.3-1.3V4.3A1.3 1.3 0 0019.7 3zM8.339 18.338H5.667v-8.59h2.672v8.59zM7.004 8.574a1.548 1.548 0 11-.002-3.096 1.548 1.548 0 01.002 3.096zm11.335 9.764H15.67v-4.177c0-.996-.017-2.277-1.387-2.277-1.389 0-1.601 1.086-1.601 2.206v4.248h-2.667v-8.59h2.559v1.174h.037c.356-.675 1.227-1.387 2.526-1.387 2.703 0 3.203 1.779 3.203 4.092v4.711z\"\/><\/svg>\t\t\t\t\t<span class=\"wp-block-social-links__item-label screen-reader-text\">Share on LinkedIn<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n\t<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column toc-scope single-post__columns__column--content is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p>A high number of job applications can feel like a clear signal that your job postings are working.<\/p>\n\n\n\n<p>Strong visibility on LinkedIn, simplified application processes and wider access to jobseekers have made it easier than ever to attract attention for marketing, communications and digital roles.<\/p>\n\n\n\n<p>But attention isn\u2019t the same as intent. In many cases, high application volume is creating more hiring challenges than it solves.<\/p>\n\n\n\n<p>For recruiters and hiring managers, the focus is shifting. Success isn\u2019t about how many people apply, but whether they\u2019re attracting the best candidates in the market.<\/p>\n\n\n\n<p>Understanding this distinction will improve your recruitment process, reduce pressure across hiring teams and ultimately lead to better hires.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-59c2d76c31580af4f75b0129a6a57ec2\" id=\"h-the-shift-in-how-candidates-apply\">The shift in how candidates apply<\/h2>\n\n\n\n<p>The modern job search looks very different from five years ago. Automation, AI-powered tools and one-click apply functionality have reshaped how jobseekers engage with new opportunities.<\/p>\n\n\n\n<p>Submitting job applications is now quick, easy and often impulsive. Candidates can apply to multiple roles in minutes, and while many are still tailoring their CVs, this doesn\u2019t always mean they have fully assessed their suitability or level of interest.<\/p>\n\n\n\n<p>Many candidates aren\u2019t actively seeking a new job. Instead, they are curious, exploring or benchmarking themselves against role requirements. This drives a surge in application counts that don\u2019t necessarily reflect genuine interest.<\/p>\n\n\n\n<p>For hiring teams, this creates a clear disconnect between volume and value.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-4e1f2262b389546548a682459d2921f9\" id=\"h-when-high-application-volume-becomes-a-bottleneck\">When high application volume becomes a bottleneck<\/h2>\n\n\n\n<p>At first glance, a large talent pool might seem like an advantage. But when a high volume of applications includes a significant number of unqualified or low-intent candidates, or candidates who\u00a0don\u2019t meet the core skills required for the role, it can quickly become a bottleneck.<\/p>\n\n\n\n<p>Recruiters and hiring managers are forced to spend more time filtering, screening and shortlisting. This slows down time-to-hire and takes focus away from engaging high-potential candidates.<\/p>\n\n\n\n<p>Common issues that arise include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Increased screening time for recruiters and hiring managers<\/li>\n\n\n\n<li>Difficulty identifying qualified candidates within a crowded pipeline<\/li>\n\n\n\n<li>Delayed decision-making due to volume overload<\/li>\n\n\n\n<li>Higher drop-off rates as candidates lose interest or accept other offers<\/li>\n\n\n\n<li>Greater pressure on hiring teams<\/li>\n<\/ul>\n\n\n\n<p>Rather than streamlining the process, volume often introduces complexity and inefficiency.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-9900100740f322e13750948ba9370302\" id=\"h-rethinking-what-makes-a-strong-pipeline\">Rethinking what makes a strong pipeline<\/h2>\n\n\n\n<p>A strong hiring pipeline isn\u2019t defined by size but by relevance, engagement and conversion.<\/p>\n\n\n\n<p>Instead of focusing on application counts, hiring managers should prioritise metrics such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Conversion rates from application to interview<\/li>\n\n\n\n<li>Interview-to-offer ratios<\/li>\n\n\n\n<li>Offer acceptance rates<\/li>\n\n\n\n<li>Quality of shortlisted candidates<\/li>\n\n\n\n<li>Retention and performance post-hire<\/li>\n<\/ul>\n\n\n\n<p>These measures give a clearer picture of whether your hiring process is working.<\/p>\n\n\n\n<p>A smaller, more engaged talent pool of the right candidates will consistently outperform a large, unqualified one.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-f95fca13b2a12cf29cfb122ef433f1a2\" id=\"h-the-importance-of-candidate-motivation\">The importance of candidate motivation<\/h2>\n\n\n\n<p>One of the biggest challenges in modern recruitment is understanding why candidates apply. Not every applicant is committed to making a move.<\/p>\n\n\n\n<p>Some apply out of curiosity. Others are testing the market or responding to visibility on <a href=\"https:\/\/www.linkedin.com\/\">LinkedIn<\/a> or job boards. This doesn\u2019t make them unsuitable, but it does affect the likelihood of conversion.<\/p>\n\n\n\n<p>There are also wider market dynamics to consider. <a href=\"https:\/\/www.cartermurray.com\/career-advice\/should-i-accept-a-counter-offer\/\">Counteroffers<\/a> are becoming more common as organisations look to retain their talent, and many candidates are taking a more risk-averse approach when considering a move. Even those who progress through a process may ultimately decide to stay where they are.<\/p>\n\n\n\n<p>Without assessing this early, hiring teams risk progressing candidates who are unlikely to accept an offer or stay long term. This impacts both hiring outcomes and retention.<\/p>\n\n\n\n<p>Simple steps such as targeted screening questions or structured conversations can help assess motivation earlier and improve results.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-838c15e355b0b0937cb68dbdf9720fa1\" id=\"h-balancing-automation-with-human-insight\">Balancing automation with human insight<\/h2>\n\n\n\n<p><a href=\"https:\/\/www.cartermurray.com\/market-insight\/what-ai-really-means-for-marketing-sales-and-digital-hiring-globally\/\">Automation and AI-powered tools<\/a> help manage high application volumes and improve efficiency. But they shouldn\u2019t replace human judgement.<\/p>\n\n\n\n<p>The most effective recruitment processes use automation to support decision-making. Scorecards, structured interviews and consistent evaluation frameworks help ensure fair and effective assessment.<\/p>\n\n\n\n<p>At the same time, human interaction is still needed. Conversations around motivations, career goals and cultural alignment provide insights that automation cannot capture.<\/p>\n\n\n\n<p>Striking the right balance is key to identifying the right person for the role.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-d20196b5206d7d87f2b676eb17d9f558\" id=\"h-improving-the-application-process-without-losing-quality\">Improving the application process without losing quality<\/h2>\n\n\n\n<p>The goal isn\u2019t to make it harder for candidates to apply. Accessibility remains important, particularly for organisations building diverse talent pipelines.<\/p>\n\n\n\n<p>Instead, the focus should be on refining the process to better align with hiring goals.<\/p>\n\n\n\n<p>This might include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Writing clearer job descriptions that reflect role requirements<\/li>\n\n\n\n<li>Adding light-touch screening questions to filter for motivation and suitability<\/li>\n\n\n\n<li>Encouraging referrals to attract more aligned candidates<\/li>\n\n\n\n<li>Using <a href=\"https:\/\/www.cartermurray.com\/permanent-recruitment\/\">sourcing strategies<\/a> to engage high-quality talent<\/li>\n\n\n\n<li>Introducing staged processes that build commitment over time<\/li>\n<\/ul>\n\n\n\n<p>These changes help ensure that candidates who progress are genuinely interested and aligned with the role.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-23b42b78375485bcebd4c1a95b0b288d\" id=\"h-the-impact-on-employer-brand\">The impact on employer brand<\/h2>\n\n\n\n<p>High application volume can also affect <a href=\"https:\/\/www.cartermurray.com\/talent\/the-importance-of-a-strong-evp-for-employers-in-2025\/\">employer brand<\/a>.<\/p>\n\n\n\n<p>When hiring teams are managing multiple roles and large volumes of applicants, it becomes harder to maintain consistent communication. Delays, limited feedback or lack of visibility can shape how candidates perceive your organisation.<\/p>\n\n\n\n<p>While this is often a capacity challenge, candidate experience still matters. Over time, poorly managed processes can impact how future talent engages with your brand.<\/p>\n\n\n\n<p>A more focused approach helps improve both hiring outcomes and reputation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-ef743a78b1605db09d56af035ae626c1\" id=\"h-from-volume-to-value\">From volume to value<\/h2>\n\n\n\n<p>To improve hiring outcomes, organisations need to move from a volume-driven mindset to a value-driven one.<\/p>\n\n\n\n<p>This means prioritising:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quality over quantity in the talent pool<\/li>\n\n\n\n<li>Engagement over speed in the hiring process<\/li>\n\n\n\n<li>Insight over assumption in decision-making<\/li>\n\n\n\n<li>Long-term fit over short-term hires<\/li>\n<\/ul>\n\n\n\n<p>This shift helps reduce inefficiencies, improve time-to-hire and support better decisions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-brand-1-color has-text-color has-link-color wp-elements-99fd919e34792731bd13a3da77d1fb56\" id=\"h-a-more-effective-approach-to-hiring\">A more effective approach to hiring<\/h2>\n\n\n\n<p>High application numbers still have a role in building awareness and reach, but they shouldn\u2019t be the primary measure of success.<\/p>\n\n\n\n<p>The most effective strategies combine targeted sourcing, clear role requirements and meaningful candidate engagement.<\/p>\n\n\n\n<p>Working with specialist recruiters can further strengthen this approach, helping you cut through high application volume and focus on qualified candidates who are more likely to convert.<\/p>\n\n\n\n<p>Ultimately, hiring success isn\u2019t about how many people apply but how many are the right candidates and how effectively you can secure them.<\/p>\n\n\n\n<p>In a market where applying is easy, the real advantage lies in building a recruitment process that cuts through the noise and delivers better hires.<\/p>\n\n\n\n<p>Get in touch today to discuss your hiring needs.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column single-post__columns__column--related is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-people is-style-v2\" id=\"block_69b8f5dde13b8f6548d474a90575ef0f\" data-total=\"1\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-people__button button wp-block-button__link eyebrow-group__link\" href=\"#\"><\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-45404 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_sector-commerce-und-industry hd_person_specialism-communications hd_person_specialism-digital-marketing hd_person_specialism-marketing hd_person_location-uk-de\" id=\"block_69b8f5dde13b8f6548d474a90575ef0f-person-45404\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.cartermurray.com\/de\/consultants\/wendy-gray\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-300x300.png\" class=\"card__image test\" alt=\"\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-300x300.png 300w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-1024x1024.png 1024w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-150x150.png 150w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-768x768.png 768w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-1536x1536.png 1536w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2021\/01\/Wendy.Grey_Web-1000x1000-1-2048x2048.png 2048w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.cartermurray.com\/de\/consultants\/wendy-gray\/\">Wendy Gray<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.cartermurray.com\/de\/consultants\/wendy-gray\/\">Managing Director | Head of Carter Murray<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">UK<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" 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class=\"card__link\" href=\"https:\/\/www.cartermurray.com\/de\/job\/demand-planning-supply-chain-manager-54480\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">FMCG\/Consumer Goods<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_region\">Saudi Arabia<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_published\">Ver\u00f6ffentlicht vor 4 Wochen<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Demand Planning &amp; Supply Chain Manager<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Our client is a leading FMCG distributor specializing in premium&#8230;<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Ver\u00f6ffentlicht vor 4 Wochen<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Find out more<\/p>\n\n\t<\/a>\n\n<\/div>\n\t\t<\/div>\n\t\n\t<\/div>\n\n\t\n\n\n<div class=\"wp-block-group single-post__share-mobile is-layout-constrained wp-container-core-group-is-layout-fe5e0b46 wp-block-group-is-layout-constrained block-visibility-hide-large-screen block-visibility-hide-medium-screen\" style=\"margin-top:var(--wp--preset--spacing--x-large);padding-top:0;padding-right:var(--wp--preset--spacing--small);padding-bottom:0;padding-left:var(--wp--preset--spacing--small)\">\n<h3 class=\"wp-block-heading is-style-eyebrow-no-border\" id=\"h-share-0\">Share<\/h3>\n\n\n\t<ul class=\"wp-block-social-links has-normal-icon-size is-style-branded\">\n\t\t\t\t\t<li class=\"wp-block-social-links__item wp-social-link wp-social-link-facebook\">\n\t\t\t\t<a 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LinkedIn<\/span>\n\t\t\t\t<\/a>\n\t\t\t<\/li>\n\t\t\t<\/ul>\n\t<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n\n\n\t<div class=\"hd-block hd-block-posts is-template-grid alignwide\" id=\"block_605f48a3e76f61c882d9fb3ace6514df\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">More resources<\/h3>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-posts__button button wp-block-button__link eyebrow-group__link\" href=\"\/resources\">See all<\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--posts\">\n\n\t\t\t\n<div class=\"card card--post post-55303 post type-post status-publish format-standard has-post-thumbnail hentry category-finding-talent category-management-advice category-talent category-uk tag-marketing hd_author-muksheeda-boodhooa\" id=\"block_605f48a3e76f61c882d9fb3ace6514df-job-55303\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.cartermurray.com\/de\/talent\/how-to-improve-your-recruitment-process-for-marketing-and-communications-talent\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/01\/offset-image-4-300x225.png\" class=\"card__image\" alt=\"Man in blue jumper and glasses chats to a colleague\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/01\/offset-image-4-300x225.png 300w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/01\/offset-image-4-768x576.png 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">How to improve your recruitment process for marketing and communications talent<\/h4>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Juni 16, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share Key insights Many\u00a0financial services\u00a0employers assume hiring challenges are caused by a shortage of\u00a0marketing talent.\u00a0In reality, recruitment\u00a0processes are often a major part of the problem.\u00a0\u00a0While\u00a0there\u2019s\u00a0no\u00a0shortage of professionals in the market, the strongest candidates typically have multiple options. Long processes, unrealistic\u00a0expectations\u00a0and poor candidate experiences can quickly cause businesses to lose talent to competitors.\u00a0\u00a0Improving your recruitment [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-55301 post type-post status-publish format-standard has-post-thumbnail hentry category-management-advice category-marketing category-talent category-us tag-marketing hd_author-michael-ondocin\" id=\"block_605f48a3e76f61c882d9fb3ace6514df-job-55301\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.cartermurray.com\/de\/talent\/how-us-businesses-can-successfully-bring-marketing-teams-in-house\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/03\/Detail_Engaged-group-discussion_iStock-1477074718_2-300x225.jpg\" class=\"card__image\" alt=\"Startup meeting, senior man and laptop for ideas, planning or strategy for company vision. Business leader, teamwork and diversity with computer at workshop, proposal and report at group negotiation\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/03\/Detail_Engaged-group-discussion_iStock-1477074718_2-300x225.jpg 300w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/03\/Detail_Engaged-group-discussion_iStock-1477074718_2-1024x768.jpg 1024w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/03\/Detail_Engaged-group-discussion_iStock-1477074718_2-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">How US businesses can successfully bring marketing teams in-house<\/h4>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Juni 16, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share Key insights Over the past decade, many US businesses have shifted marketing capabilities from external partners into internal teams.&nbsp;&nbsp; As\u00a0organizations invest more heavily in\u00a0marketing recruitment, they are increasingly looking to build internal capability that can support long-term growth, strengthen brand\u00a0ownership\u00a0and improve commercial outcomes.\u00a0\u00a0For some organizations, this means building a fully in-house marketing team. [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-54862 post type-post status-publish format-standard has-post-thumbnail hentry category-communications category-digital category-marketing category-talent category-uk hd_author-wendy-gray\" id=\"block_605f48a3e76f61c882d9fb3ace6514df-job-54862\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.cartermurray.com\/de\/market-insight\/communications\/why-high-application-numbers-dont-equal-hiring-success\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/06\/iStock-1344252964-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/06\/iStock-1344252964-300x225.jpg 300w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/06\/iStock-1344252964-2048x1536.jpg 2048w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/06\/iStock-1344252964-1024x768.jpg 1024w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2026\/06\/iStock-1344252964-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Why high application numbers don\u2019t equal hiring success<\/h4>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Juni 4, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share A high number of job applications can feel like a clear signal that your job postings are working. Strong visibility on LinkedIn, simplified application processes and wider access to jobseekers have made it easier than ever to attract attention for marketing, communications and digital roles. But attention isn\u2019t the same as intent. In [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\t\t\n\t\t<\/div>\n\n\t\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Contents Share A high number of job applications can feel like a clear signal that your job postings are working. Strong visibility on LinkedIn, simplified application processes and wider access to jobseekers have made it easier than ever to attract attention for marketing, communications and digital roles. But attention isn\u2019t the same as intent. In [&hellip;]<\/p>\n","protected":false},"author":184,"featured_media":54927,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_cn_metabox_post_checkbox_dont_send_once":false,"_cn_metabox_post_checkbox_dont_send_ever":false,"footnotes":""},"categories":[19,365,14,28,32],"tags":[],"hd_author":[447],"class_list":["post-54862","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communications","category-digital","category-marketing","category-talent","category-uk","hd_author-wendy-gray"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.4 (Yoast SEO v25.4) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Why high application numbers don\u2019t equal hiring success | Carter Murray<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.cartermurray.com\/market-insight\/communications\/why-high-application-numbers-dont-equal-hiring-success\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why high application numbers don\u2019t equal hiring success | Carter Murray\" \/>\n<meta property=\"og:description\" content=\"Contents Share A high number of job applications can feel like a clear signal that your job postings are working. Strong visibility on LinkedIn, simplified application processes and wider access to jobseekers have made it easier than ever to attract attention for marketing, communications and digital roles. But attention isn\u2019t the same as intent. 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