Throughout our professional careers, most of us will encounter the process of applying for a new position. While some may be fortunate enough to be directly recruited by a company or approached by a recruitment agency, not everyone has the advantage of bypassing the traditional application process. For many, securing a role involves submitting an application and standing out among hundreds, or even thousands, of candidates vying for the same position. In fact, for highly sought-after roles, it’s not uncommon for companies to receive thousands of applications from interested candidates.
To provide some perspective, each Human Resources Recruiter is typically responsible for multiple roles at any given time. On average, a Recruiter may manage between 15 to 25 positions simultaneously, depending on the department and the overall hiring demand within the organization. Assuming a Recruiter is handling around 18 roles and receives an average of 300 applications per position, that amounts to approximately 5,400 applications that a Recruiter needs to review. To streamline this process, many organizations rely on AI and advanced screening tools to prioritize candidates with the most relevant qualifications, helping to elevate top candidates in the rankings for the Recruiter’s attention.
Given these insights, candidates must adopt strategic approaches to stand out among thousands of applications. One of the most effective differentiators is taking the initiative to contact the organization directly. I have observed candidates, after thorough research, reach out to executives as high as the CEO within the company. In their communications, they express their admiration for the organization, outline their relevant skills and experience, and demonstrate how they can add value to the role and the company as a whole. In my 20 years of experience in People and Talent Management, executives often forward these emails to Human Resources and, in some cases, even copy the department leader responsible for the role.
This approach will often elevate your application to the top of the Recruiter’s funnel and increase your chances of securing an initial call. While there may still be other candidates under strong consideration, you’ve succeeded in making direct contact, and the Recruiter is now aware of your skills and aspirations. If the current opportunity isn’t the right fit, it’s always a good idea to politely ask the Recruiter if you can stay in touch for future opportunities. Maintaining professionalism and respecting the Recruiter’s preferred communication cadence is key. Internal teams greatly appreciate this approach and will often advocate for you when future roles arise.
Another key strategy, when possible, is leveraging internal connections—someone within the organization who is familiar with your professional expertise and can refer you. Many companies incorporate referral programs into their hiring practices, offering monetary incentives to employees who refer exceptional talent. A referral provides added confidence to HR and hiring teams, as it indicates that you are already familiar with the company’s culture, expectations, and how to succeed within the organization. To give further context, most companies anticipate that 10% to 20% of their total hires will come from internal referrals. This makes it even more critical to differentiate yourself from the thousands of applicants and increase your chances of being contacted.
