The ‘hyper-optimisation’ approach that organisations adopt when trying to recruit the ‘best’ talent comes at the cost of a huge waste of time and energy for countless candidates that don’t even stand a chance of getting a job is, according to me, a textbook example of maximisation gone wrong.
What you suggest (limiting the number of application to a given number, say the first 70, and then stopping accepting applications) is in my view a good compromise since, as you say, after a certain point you’re unlikely to get a noticeably better sample. Meanwhile, all the candidates who wouldn’t realistically stand a viable chance just save themselves some time and don’t apply.
THIS.
The ‘hyper-optimisation’ approach that organisations adopt when trying to recruit the ‘best’ talent comes at the cost of a huge waste of time and energy for countless candidates that don’t even stand a chance of getting a job is, according to me, a textbook example of maximisation gone wrong.
What you suggest (limiting the number of application to a given number, say the first 70, and then stopping accepting applications) is in my view a good compromise since, as you say, after a certain point you’re unlikely to get a noticeably better sample. Meanwhile, all the candidates who wouldn’t realistically stand a viable chance just save themselves some time and don’t apply.