Don't self-reject: Why the LinkedIn numbers are lying to you (and why it matters)

55,000 people just told me something interesting.

Three days ago, I posted something on LinkedIn that's gotten over 55,000 views. The post was simple: don't panic about the number of applicants you see on LinkedIn job postings. The numbers are misleading.

The numbers game (and why it's rigged)

Let's talk about what's actually happening when you see "100+ applicants" on a LinkedIn job posting.

That number is not what you think. Approximately 20-25% of candidates who click the "Easy Apply" button never actually finish their application. They clicked. They got distracted. They moved on.

On top of that, recruiters report that between 30 and 80% of applicants are unqualified for the roles they're applying for. This aligns to my own experience as an in-house recruiter. Think about that. If 100 people have clicked apply, anywhere from 30 to 80 of them don't actually meet the basic requirements.

So that number you're seeing—100 applicants—is really more like 15-50 actual, qualified candidates competing for the role.

Suddenly, the odds don't look so bad, do they?

LinkedIn Easy Apply button

But here's what I really want you to understand:

If you're a senior HR leader and you didn't apply for a role because of the LinkedIn numbers, we need to talk about what's really going on.

Because I don't think the numbers scared you away.

I think the voice in your own head did.

The real competitor

Over the past few years, I've talked to hundreds of senior HR leaders about their job searches. And I've noticed something that has nothing to do with LinkedIn's applicant counts.

The women who don't apply aren't scared of other candidates. They're scared of themselves.

They look at a job posting and think: "I'm not quite ready." "Maybe I need to polish my resume first." "I'm probably overqualified, which means they'll reject me." "What if I bomb the interview?" "I should probably wait until I'm more confident."

These aren't job market problems. They're confidence problems. And confidence problems don't get solved by waiting for the perfect moment or the perfect resume or the perfect level of certainty. They get solved by taking action despite the doubt.

Somewhere in there, the LinkedIn number of applicants becomes the perfect excuse. "There are too many people applying anyway. I probably wouldn't get it."

It's a story you tell yourself. And it feels safer than admitting the real fear: “What if I'm not as good as I think I am?”

This is imposter syndrome dressed up as pragmatism.

The cost of not applying

Here's what happens when you don't apply:

You stay stuck where you are. In a role that drains you. With a boss who doesn't value you. In a company that treats HR like a cost center. In a function that feels lonely because you're navigating it alone.

You tell yourself it's because the market is tough. Because the competition is fierce. Because the timing isn't right.

But the market doesn't care if you don't show up. And the competition only wins because you're not in the game.

What to do instead

Stop looking at the numbers and start looking at yourself.

Are you qualified for the role? If the answer is yes, apply.

Don't worry about the 100+ applicants. Most of them won't finish their application. Most of them don't actually meet the requirements. Most of them are applying to 50 jobs hoping something sticks.

You're not most of them.

You have 15+ years of HR experience. You've navigated complex organizational challenges. You've led teams. You've made tough calls. You understand culture, talent, and organizational development in ways that most candidates don't.

That's your competitive advantage.

But only if you actually apply.

Remember that online applications are just one piece

Please, please, please remember that applying online should only be a small part of your overall job search strategy. 

The real opportunities come through networking, building relationships with headhunters, and having strategic conversations with people who can actually influence hiring decisions. Think of online applications as one tool in your toolkit, not your main strategy. 

Your energy should go toward the 70% of opportunities that come through genuine relationships and the 20% that come through working with recruiters who understand your value.

The program that changes this

This is exactly why I created the Job Search Accelerator for Women in HR.

Not because you need to learn how to apply for jobs. You already know that.

Not because you lack skills or experience. You don't.

But because you need three things that no amount of experience can replace:

A clear strategy that doesn't rely on refreshing job boards all day.

Real support from people who understand what it's like to be a senior HR leader navigating her own career (while everyone else comes to you for career advice).

Structured accountability to actually execute on the things you know you should be doing, instead of letting them get pushed to the bottom of your endless to-do list.

Over 12 weeks, you'll work through a proven framework that addresses each of these gaps. You'll get clarity on your strengths. You'll build a strategic approach to networking that doesn't feel fake or pushy. You'll learn how to tell your story in a way that resonates with hiring managers. You'll join a community of senior HR leaders who are on the same journey.

And most importantly, you'll stop doubting yourself and start taking action anyway.

The numbers don't matter. You do.

But only if you actually show up.

So here's my challenge to you: Find one role this week that you're qualified for. The one where you've been hesitating because of the competition or because you're not quite ready.

Apply anyway.

And then DM me to let me know what happens. Good luck!

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I work with female senior leaders in Human Resources who feel stuck to help them love their work or find work they love. I write about:

👂 Executive & career coaching

📄 Career development and career transition

🎯 Job search strategy

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