I just want to note that not every rejected application has been burnt value for me and most have actually been positive, especially in terms of things learned. In the ones I got far it has resulted in more rather than less motivation. In the case I had to do work-related tasks (write research proposal, or execute a sample of typical research) I learned a lot.
On the other hand, increasing the applicants:hired-ratio would mostly increase the proportion of people not getting far in the application process which is where least of the value positive factors are and most of the negative.
Oh I agree people will often learn useful things during application processes. I just think the opportunity cost can be very high, especially when processes take months and people have to wait to figure out whether they got into their top options.
I also think those costs are especially high in the top applicants—they have to invest the most and might learn the most useful things, but they also lose the most due to higher opportunity costs.
And as you said, people who get filtered out early lose less time and other resources on application processes. But they might still feel negatively about it, especially given the messaging. Maybe their equally rejected friends feel just as bad, which in the future could dissuade other friends who might be potential top hires to even try.
I just want to note that not every rejected application has been burnt value for me and most have actually been positive, especially in terms of things learned. In the ones I got far it has resulted in more rather than less motivation. In the case I had to do work-related tasks (write research proposal, or execute a sample of typical research) I learned a lot.
On the other hand, increasing the applicants:hired-ratio would mostly increase the proportion of people not getting far in the application process which is where least of the value positive factors are and most of the negative.
Oh I agree people will often learn useful things during application processes. I just think the opportunity cost can be very high, especially when processes take months and people have to wait to figure out whether they got into their top options. I also think those costs are especially high in the top applicants—they have to invest the most and might learn the most useful things, but they also lose the most due to higher opportunity costs.
And as you said, people who get filtered out early lose less time and other resources on application processes. But they might still feel negatively about it, especially given the messaging. Maybe their equally rejected friends feel just as bad, which in the future could dissuade other friends who might be potential top hires to even try.