If you’ve ever spent hours scrolling through generic job boards, clicking through listings that ask for the same resume and cover letter as 500 other applicants, you’ve probably wondered: is there a better way to hire? For years, I ran from the same old recruitment traps—posting on large job platforms where unqualified candidates flooded my inbox, sifting through generic applications that told me nothing about a person’s actual work style, or paying premium fees for access to a talent pool that felt disconnected from the specialized roles I needed. That’s why, as a By Application recruitment provider, I’ve built my business on a model that flips the script: instead of chasing candidates, we meet them where they are, and instead of sifting through one-size-fits-all applications, we prioritize quality over quantity. But in an industry dominated by algorithm-driven job boards and recruiter outreach campaigns, one question lingers: is “By Application” actually a common recruitment method in 2024, or is it still a niche solution for the small, specialized teams that don’t have the bandwidth to navigate traditional hiring channels? By Application
The short answer is: it’s growing, but it’s still far from as widespread as methods like job board postings or employee referrals. A 2023 survey from the Society for Human Resource Management (SHRM) found that only 18% of U.S. companies use a By Application model as their primary recruitment strategy, compared to 68% that rely on job boards and 57% that use employee referrals. Those numbers shift dramatically when you look at specialized industries, though: in fields like industrial manufacturing, skilled trades, and niche technical roles, that number jumps to 39%, per a 2024 report from the Manufacturing Talent Network. Why? Because these roles don’t fit the mold of a generic job posting. A welder with 10 years of experience in aerospace fabrication isn’t going to find the right fit on a general job board, and a small manufacturing firm that needs that welder can’t afford to pay $5,000 in job board fees to get 20 unqualified applications. The By Application model cuts through that noise: candidates apply directly through our platform, which is curated to match their skills and interests to exactly the roles we have open, and companies only pay when a successful hire is made, not to post a job ad that will get lost in a sea of listings.
I’ve seen this play out firsthand over the past 7 years. When I first launched my recruitment business, I thought By Application was a better way, but I underestimated how many teams were locked into long-term contracts with big job boards that made switching models feel impossible. Early on, I’d speak to small production facilities that told me, “We’ve always posted on Indeed, we don’t know any other way.” Now, that’s changing. Post-pandemic, the labor market has shifted drastically, and both companies and candidates are tired of the status quo. For candidates, especially skilled trades workers, the By Application model feels more transparent. A 2023 survey of blue-collar job seekers by the National Association of Manufacturers found that 72% preferred applying directly to a company’s open roles rather than going through a third-party recruiter or job board, because they felt like they’d be more likely to have their skills evaluated fairly, not just matched to keywords in a resume. For companies, especially mid-sized manufacturers, the cost savings are huge: the average job board posting costs $300 to $500, and the average time-to-fill is 42 days, per SHRM. Our By Application model cuts time-to-fill by 30% on average, and reduces cost-per-hire by 45%, because we don’t pay for premium job board features or sift through hundreds of unqualified applicants.
But here’s the thing: “By Application” isn’t just one thing. It’s a spectrum of approaches, and that’s where a lot of the confusion comes in. Some companies use a loose By Application model where they leave a “careers” page on their website open indefinitely, and accept applications at any time. Others, like us, use a more structured approach: we work exclusively with companies that have hard-to-fill specialized roles, we vet every candidate before they’re allowed to apply, and we only share applications that are a direct match for what the company is looking for. A lot of people lump all direct application models together, but that’s a mistake. A small business that posts a generic “we’re hiring” on their Facebook page and gets 1,000 applications from people who don’t have the required experience isn’t using the same effective By Application model as a specialized manufacturer that works with a curated recruitment provider.
The biggest challenge for the By Application model right now is that many companies still see it as a backup plan, not a primary strategy. They’ll post on job boards first, and if they don’t get enough applicants after two weeks, they’ll try a direct application link. But that’s backwards. When you prioritize By Application as your main recruitment method, you build a pipeline of qualified candidates before you even have an open role. For example, last year we worked with a mid-sized aerospace parts manufacturer that was gearing up to launch a new production line. Instead of waiting until they needed to hire welders to start posting, we reached out to 200 pre-vetted welders who specialized in aerospace fabrication, let them know we had an upcoming role, and opened applications two months before the position was even posted to job boards. When the role became available, we had 12 qualified applicants, and the company filled the position in 10 days, compared to the industry average of 45 days. That’s the power of the By Application model: it’s proactive, not reactive, and it’s focused on quality over quantity.
Another reason the By Application model is growing is that it aligns with the way people look for work now. In the past, job seekers would scan job boards, tailor their resume to keywords, and apply to 10 to 20 jobs a day. Now, especially for skilled workers, many are looking for roles through professional networks, word of mouth, and direct outreach. A 2024 report from LinkedIn found that 61% of people in trades and technical roles found their last job through direct communication with a recruiter or a company’s careers page, not through a job board. That’s a huge shift, and it’s why companies that ignore the By Application model are falling behind. They’re missing out on candidates who aren’t scrolling through generic job listings, but are actively looking for opportunities that match their specific skills and career goals.
Of course, the By Application model isn’t for everyone. If you’re a large tech company hiring entry-level software engineers, the volume of applicants on job boards like Indeed or LinkedIn is going to give you a bigger pool to choose from, and the cost savings of a recruitment provider like ours won’t be as significant. But if you’re a mid-sized manufacturing company, a construction firm, or a specialty trade business that needs workers with very specific, hard-to-find skills, By Application is one of the most effective recruitment methods available. It cuts through the noise, reduces cost, and helps you find candidates who are a better fit for your company culture and your long-term needs.
I’ve seen too many companies waste time and money on recruitment methods that don’t work. I’ve talked to small business owners who’ve spent thousands of dollars on job board postings that yielded zero qualified applicants. I’ve talked to candidates who’ve applied to dozens of jobs and never heard back, because the employer got 500 applications and didn’t have time to review them all. The By Application model solves both of those problems. It makes the process faster, cheaper, and more fair for both companies and candidates.
So, is By Application a common recruitment method? It’s becoming more common every year, especially in specialized industries where talent is tight and traditional methods fall short. It’s not going to replace job boards or employee referrals anytime soon, but it’s a critical tool for companies that want to hire better, faster, and smarter. If you’re a business owner or a hiring manager who’s tired of sifting through unqualified applicants, paying too much for job postings, and waiting months to fill open roles, it’s worth exploring the By Application model. It might just be the solution you’ve been looking for.
If you’re ready to streamline your recruitment process, connect with our team to discuss how our By Application model can help you find qualified candidates for your open roles.
Fashion Apparel Fabric References
Society for Human Resource Management. (2023). 2023 Recruitment Method Trends Report.
Manufacturing Talent Network. (2024). Specialized Recruitment Trends in Industrial Fields.
National Association of Manufacturers. (2023). Skilled Trades Job Seeker Preferences Survey.
LinkedIn. (2024). Global Talent Trends Report.
Hangzhou Kangsheng Textile Co., Ltd.
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E-mail: wayne@kmtextile.net
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