Applying for everything? It might be hurting your chances

In a crowded job market, standing out can feel harder than ever. Candidates are often competing against hundreds of applications for a single role, while employers are trying to sort through high volumes of CVs quickly, fairly, and accurately. The result is a hiring environment where both sides can feel under pressure.

One trend gaining attention is “careerfishing”, where candidates exaggerate or misrepresent their experience, qualifications, or professional background to appear more suitable for a role. HRD New Zealand recently reported that the term refers to the fabrication of qualifications across CVs and interviews, with competitive hiring conditions contributing to the behaviour.

But while the pressure to stand out is real, overstating experience can create bigger problems later. A strong application does not need to be the loudest or the most polished on paper. It needs to be relevant, honest, and easy for an employer to connect to the role.

“Finding a job is not the same as winning a raffle.”

On a recent Mahi Media Market Update, Host Shannon Barlow, NZ Managing Director, explored why application overload is changing job search behaviour and what both candidates and employers can do to rebuild trust in the hiring process. The discussion focused on the growing pressure candidates feel to exaggerate their experience, particularly when they are applying for multiple roles and receiving limited feedback.

The key message was clear: applying for more jobs does not necessarily improve a candidate’s chances. In fact, sending out high volumes of poorly matched applications can have the opposite effect. When employers are flooded with applications, they may rely more heavily on screening tools and structured filters, which can make it harder for genuinely suitable candidates to be noticed. The smarter approach is not to apply everywhere, but to apply with purpose.

This means candidates should pause before submitting an application and ask a few simple questions. Do I meet most of the core criteria? Can I explain why this role is a genuine match for my skills? What specific value could I bring to this company? These questions help shift the focus from volume to relevance. Employers are not looking for candidates who tick every possible box, but they are looking for people who can clearly connect their experience to the role.

The conversation also highlighted that exaggeration is often a symptom of frustration. When job seekers feel ignored or pushed through an impersonal process, trust can quickly break down. Long delays, unclear communication, and generic rejection emails can make candidates feel invisible. In that environment, some may feel pressure to oversell themselves simply to get noticed.

Employers have a responsibility here too. High application volumes are challenging, but communication can make a major difference. Even a simple update letting candidates know their application is still being reviewed can reduce uncertainty. Shannon noted that at Frog Recruitment, automated updates are used for high volume roles so candidates understand there may be a delay and know they have not disappeared into a “black hole”. Applications are also reviewed by human consultants, with AI used to support the process rather than replace human decision-making.

That human element matters. Recruitment is not just about matching keywords on a CV to a job description. It is about understanding context, potential, motivation, and fit. Technology can help manage scale, but trust is built through transparency, communication, and thoughtful assessment. When candidates feel seen, they are less likely to feel that exaggeration is their only option.

For job seekers, the lesson is to be intentional. A tailored application that clearly shows how your experience relates to the role will usually be stronger than a generic application sent to dozens of employers. For employers, the lesson is to keep candidates informed, even when the process is busy. A better hiring process does not just reduce frustration. It improves engagement, protects employer brand, and helps both sides focus on what hiring should really be about: finding the right fit.

How can candidates and employers create a more honest hiring process?

• Choose quality over quantity when applying for roles, focusing on positions where your skills and experience genuinely align.
• Tailor your CV and cover letter to show how your background connects to the specific needs of the employer.
• Avoid exaggerating experience, as misrepresentation can damage trust and create problems if expectations do not match reality.
• Employers should communicate clearly during high volume recruitment processes, even if updates are automated.
• AI can support recruitment, but human review remains important for assessing context, potential, and fit.
• A strong hiring process should make candidates feel informed, respected, and fairly considered.