Why Can't Job Applications Work Like UCAS?
I’ve been thinking about the arms race we’ve created with job applications and AI. The statistics reveal something absurd: job seekers now need to submit 100-200+ applications to get a single offer[1], while 81% of recruiters spend less than a minute screening each resume[2]. LinkedIn’s “Easy Apply” accounts for over 60% of applications on their platform[3], essentially turning job hunting into mindless, high-volume clicking.
Companies responded with their own automation. Over 75% now use AI screening that filters out 75% of applications before humans see them[4]. The average hiring time has stretched from 23 days in 2019 to 44 days in 2024[5] because everyone’s drowning in volume they created tools to generate. We’ve built a system where quantity has completely overwhelmed quality.
“The current process for potential apprentice recruitment is at best both uncoordinated and unwelcoming for the average 16- to 19-year-old.”
This makes me think about UCAS, the UK’s university application system. Students can apply to just 5 universities per year[6]. That single constraint transforms the entire dynamic. Students research programs thoroughly, make strategic choices about ambitious reaches versus safe options, and craft genuine personal statements. Universities receive manageable volumes and can actually read each application properly rather than relying on algorithmic filtering.
Similar systems exist elsewhere. Australia’s Universities Admissions Centre (UAC) works on the same principles[7], as does Canada’s system. These centralized, limited-application models have successfully managed millions of student applications for decades. There have even been proposals in the UK for a “UCAS-style entrance system for high-level apprenticeships” because the current job application process is recognized as “uncoordinated and unwelcoming”[8].
“We’ve built a system where quantity has completely overwhelmed quality.”
Consider what would happen if job seekers were limited to 10-15 applications per month. They’d research companies thoroughly before applying, understand the role and culture, and craft applications that demonstrate genuine interest. Companies would receive dramatically smaller pools of candidates who had actually considered whether they wanted the job. The quality improvement would eliminate much of the need for AI screening.
The constraint would force intentionality. When each application matters, people invest effort. When companies know candidates are choosing carefully, they take applications seriously. This approach already exists in specialized fields like management consulting, which effectively limits applications through structured campus recruiting, and medical residencies, which use centralized matching with ranked preferences.
“With great AI power comes great responsibility.”
The challenges are real. Desperate job seekers need immediate employment opportunities. Smaller markets have limited options. Companies might resist reduced candidate pools. The recruitment industry profits from volume-based models that such a system would disrupt. Yet Canada’s Job Match service already includes elements of structured applications where employers must invite certain candidates[9], proving the framework exists.
The current trajectory is unsustainable. We’re using increasingly sophisticated AI to manage problems created by our own tools, making hiring more expensive and alienating for everyone involved. The solution might not be better technology for managing chaos, but better system design that prevents chaos in the first place. With great AI power comes great responsibility.
References:
[1] LifeShack. How Many Applications Does it Take to Find a Job in 2024? Available from: https://www.lifeshack.com/resources/job-search/how-many-applications-does-it-take-to-find-a-job-in-2024/ [Accessed 4 September 2025].
[2] StandOut CV. How long do recruiters spend looking at your CV? 2025 study. Based on ResumeGo survey of 418 U.S. hiring professionals. Available from: https://standout-cv.com/stats/how-long-recruiters-spend-looking-at-cv [Accessed 4 September 2025].
[3] Withe. 30+ Job Application Statistics [2024]. Available from: https://withe.co/blog/job-application-statistics [Accessed 4 September 2025].
[4] Jobscan. 2023 Applicant Tracking System (ATS) Usage Report. Available from: https://www.jobscan.co/blog/fortune-500-use-applicant-tracking-systems/ [Accessed 4 September 2025].
[5] Indeed Hiring Lab. Indeed’s 2025 US Jobs & Hiring Trends Report. Available from: https://www.hiringlab.org/2024/12/10/indeed-2025-us-jobs-and-hiring-trends-report/ [Accessed 4 September 2025].
[6] UCAS. Learn all about filling in your UCAS application for uni. Available from: https://www.ucas.com/applying/applying-to-university/filling-in-your-ucas-undergraduate-application [Accessed 4 September 2025].
[7] Universities Admissions Centre (UAC). Undergraduate applications and offers. Available from: https://www.uac.edu.au/current-applicants/undergraduate-applications-and-offers [Accessed 4 September 2025].
[8] Tes Magazine. Opinion: ‘Would a Ucas-style application system increase the quality of apprenticeships?’ Available from: https://www.tes.com/magazine/archive/opinion-would-ucas-style-application-system-increase-quality-apprenticeships [Accessed 4 September 2025].
[9] Government of Canada. Job match service connecting job seekers to Canadian employers. Available from: https://www.canada.ca/en/employment-social-development/corporate/reports/evaluations/job-match-connecting-job-seekers-employers.html [Accessed 4 September 2025].