AI is Flooding Your Jobs With Unqualified Applicants (We’re Still Figuring Out How to Fix It)

Heather Barbour Fenty
Latest posts by Heather Barbour Fenty (see all)

Have you recently felt like your job posting is a magnet for every unqualified person with Wi-Fi? You’re not alone, and AI might be making it worse.

Yesterday, I had a chat with Derek Colin from AI Growth Xperts.

We swapped war stories, and it was clear: recruiters are tired. The ATS inbox is flooded. The “A” players are buried under a mountain of resumes from people who either didn’t read the job description or shouldn’t have.

So what’s the actual problem here?

AI has made it easy for candidates to apply to dozens of jobs in minutes. Great for them, chaos for you. And it’s not always bad intent. Many folks are just trying to game the system they think is already stacked against them. But now, instead of a thoughtful trickle of qualified folks, you’ve got a firehose of maybe-might-fit candidates to sort through.

ai flooded applications

Recruiters don’t need more applicants. They need better ones.

Here’s what we’ve seen work (and what Derek and I nerded out on):

  • 1. Job descriptions that repel the wrong people. Be specific about what success looks like. Use plain language. Make it crystal clear who this job is for, and who it’s not. The right candidates will lean in. The wrong ones will self-select out. That’s a win.
  • 2. Don’t just optimize for clicks. A catchy headline might get you traffic, but if the copy below it doesn’t help the right folks say “YES, that’s me,” then you’re wasting everyone’s time. Engagement means nothing if the end result is noise.
  • 3. Build a fast lane. We talked about creating a fast-track for people who actually match the job. Think: knock-out questions, brief assessments, or a dedicated link for referrals or returning talent. Make it easier for the right people to raise their hand.
  • 4. Use AI to fight AI. If you’re getting AI-generated junk, consider fighting fire with fire. Tools like Ongig’s job description software can help tailor your job ads to attract better-fit candidates before they apply. You can even layer in screening logic that filters people before they reach your recruiters.

I know there is more we can add to this list, and we are figuring it out along with you. If you have this problem, I would love to connect so we can talk through how your current process works and how we might be able to fix it with you.

What qualified candidates wish you knew

High-quality candidates aren’t applying to 50 jobs. They’re busy. They read the job description once. If it feels bloated, generic, or like it was written by a robot, they bounce. If your JD makes them feel seen, they apply. Simple.

So, if you want quality, write for quality. Don’t just post the internal req from your hiring manager and hope for the best. (Also: please remove that 4-year degree requirement if you don’t actually need it.)

Think about your job postings as a filter, not a funnel. A funnel wants more in. A filter wants better out.

And if you’re overwhelmed by the resume flood, you don’t have to just sit back and take it. There are smarter ways to attract the right talent—and give them a way to rise to the top without drowning in fluff.

Why I Wrote This

If we keep asking the right questions and learning from each other, we’ll get closer to solving this issue. If you want to see how Ongig fits into this conversation, request a demo. Let’s see what we can build together.

FAQs

How can I reduce unqualified applicants?

Write clearer, more specific job descriptions. Use knock-out questions. And add signals in your JD that attract the right people.

Can AI help improve applicant quality?

Yes—if you use it the right way. AI can help optimize your JDs, create better filters, and even automate initial screening.

How do I write job descriptions that attract better talent?

Be human. Be clear. And speak directly to the kind of person you want in the role. Avoid fluff. Show value.

What’s the best way to handle AI-generated applications?

Design your process and job content to filter for substance. The best candidates will shine through if you give them the right path.

by in AI Recruitment