Many factors contribute to the huge number of applicants many companies see when they post a position for a new hire: Internet job boards have expanded the reach of such postings relative to job fairs and newspaper ads; companies are able to recruit more broadly given the increased viability of remote work arrangements—particularly in the aftermath of the COVID-19 pandemic; and an economic downturn has left millions of Americans out of work.
Companies have coped with large numbers of applicants for years using computer programs and algorithms to help sift through standardized applications. But that first funnel can only do so much. Eventually, interviews need to be conducted with real people asking the questions and evaluating candidates. Or do they?