We’ve all been there: you post a job on LinkedIn and within 24 hours, there are hundreds of applications. On the surface, this seems like a great problem to have if you’re the employer. Not for the candidate, though. But anyone who’s had to hire in today’s digital landscape knows that the volume can be overwhelming.
That’s where filtering comes in. When you post a job, LinkedIn and similar platforms use a combination of automation and manual input to narrow the pool or sift through the pile. They use things like Keyword matching to look for resumes that match words in your job description to move to the top of the pile. Experience filters plow through X years of experience, specific tools, or job titles, and then there’s Education or location requirements. Finally, they add in Engagement signals like how quickly someone applied, if they follow your company, etc.
In just a few clicks, bam! You’ve gone from 250 resumes to a “shortlist” of 20.
Great! Right? Not really, because there’s the catch: the system isn’t necessarily surfacing the best candidates—it’s surfacing the most easily searchable ones.
Once again, the candidate suffers because automated filtering systems are designed to spot patterns and match hard skills. But that’s only part of what makes a great hire, especially in creative, digital, and marketing roles, where success depends on far more than what’s written on a resume.
Here’s what often gets overlooked! Personality & culture fit for starters. A resume can’t tell you who’s collaborative, curious, or calm under pressure. And yet, those are often the qualities that make someone truly great to work with. How about Soft skills? A robot can’t identify strategic thinking, storytelling ability, emotional intelligence, and client communication skills, but they’re critical in creative and marketing roles. Remember good old Trajectory & potential? Maybe someone took a less traditional path or pivoted careers, but their unique background could bring fresh thinking to your team. And who’s looking at the Portfolio strength? In creative roles, a candidate’s work speaks louder than a resume. The filters won’t tell you whose portfolio is quietly brilliant. Lastly, Why did the candidate apply in the first place? A system won’t pick up on a candidate’s passion for your brand or interest in your mission, and that motivation can make all the difference in how invested they’ll be.
At smartdept., we believe that good talent shouldn’t be lost in the shuffle just because they didn’t use the right buzzwords. Our vetting process goes beyond the resume—we talk to candidates, understand their stories, assess their soft skills, and look at their work. We find out what makes them tick and how they might complement your team, not just fill a gap. And hey hiring managers, it’s free to look at our candidates!
Yes, filtering has a place. But people make the difference.
We take pride in connecting our clients with talent who not only check the boxes but also bring something extra to the table. Let’s find the people who wouldn’t just pass the filter, but exceed expectations once they’re in the door. Contact us today.