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24. June 2025
Ai Application Avalanche: Linkedin Receives 6600 Submissions Per Minute
The traditional hiring process has been turned on its head by the rapid evolution of artificial intelligence (AI). Employers are now facing an unprecedented onslaught of AI-generated job applications, with LinkedIn processing a staggering 11,000 submissions per minute – a 45% surge from last year.
This surge is already causing chaos in the hiring process, with many recruiters and HR consultants struggling to keep up. It’s not uncommon for job seekers to submit multiple applications to the same position, only to be rejected without even receiving a response from the employer. This has created an arms race between job seekers and employers, with both sides deploying increasingly sophisticated AI tools in a battle to outmaneuver each other.
The problem began shortly after the emergence of mainstream generative AI bots in 2022, when some companies applied the technology to job applications to help overwhelmed job seekers. At first, it seemed like a convenient solution – who wouldn’t want to make their résumé stand out from the crowd? But as the technology improved and became more widely available, things took a turn for the worse.
Now, AI is not just being used by companies to help job seekers; it’s also being used by candidates themselves. Some are paying for AI agents that autonomously find jobs and submit applications on their behalf. Recruiters report that many of these résumés look suspiciously similar, making it more difficult to identify genuinely qualified or interested candidates.
The problem is further exacerbated by the fact that many job seekers are not even aware of the impact they’re having on the hiring process. They may be using AI-generated résumé templates or chatbots to help them craft their applications, without realizing that this is essentially “hiring slop” – a term coined by The New York Times to describe the often-sensational and misleading information that’s flooding social media and the web.
One HR consultant, Katie Tanner, has spoken out about the chaos she’s experiencing on the job market. She was inundated with over 1,200 applications for a single remote role, and had to remove the post entirely after realizing she’d be sorting through the applications for three months. This is not an isolated incident – many recruiters and HR consultants are reporting similar problems.
To address this issue, one potential solution is to require job seekers to disclose whether their résumé was generated by AI or if they used a chatbot to help them craft their application. This would give employers more transparency into the hiring process and help ensure that only genuinely qualified candidates are getting through.
Another possible solution is to invest in AI-powered tools that can help identify and filter out low-quality applications. These tools could use natural language processing (NLP) and machine learning algorithms to analyze résumés and detect patterns of “hiring slop.” By automating this process, employers could free up their time and resources to focus on the candidates who really matter.
The rise of AI-generated job applications is a symptom of a larger issue – our increasing reliance on technology to solve complex problems. While AI can be a powerful tool for many tasks, it’s not a substitute for human judgment and nuance. As we move forward, it’s essential that we develop more sophisticated solutions to address the challenges posed by these new technologies.
The future of work is likely to involve even more automation and AI in the hiring process. But if we’re going to make this work, we need to be careful about how we use these tools – and ensure that they’re serving human needs, rather than just perpetuating a cycle of “hiring slop.”
In an era where chatbots can generate impressive-sounding résumés with a simple prompt, it’s time to rethink the way we approach the hiring process. By investing in more sophisticated AI tools and requiring job seekers to disclose their use of these technologies, we can create a fairer and more transparent system that prioritizes human judgment and skill.
As the battle between job seekers and employers continues to escalate, one thing is clear: the traditional résumé is dying, and AI is holding the smoking gun. The solution lies in finding a balance between leveraging AI for benefits and avoiding its pitfalls. By doing so, we can create a hiring process that is both efficient and fair, and where human judgment and skill are valued above all else.