A study by Van Iddekinge, Roth, Putka, and Lanivich (2018) found that job seekers who apply to a large number of jobs without targeting their applications to specific job requirements are more likely to become "bad hires." This is because scattershot applications increase the likelihood of a poor job fit, which can lead to lower job satisfaction, turnover, and other negative outcomes.
The study also found that employers who use automated screening tools to manage large volumes of job applications may be more likely to hire scattershot applicants. This is because these tools prioritize quantity over quality, and may overlook important qualifications or red flags in a candidate's application.
Overall, the study highlights the importance of targeted job applications and effective screening processes in reducing the risk of "bad hires."
Reference: Van Iddekinge, C. H., Roth, P. L., Putka, D. J., & Lanivich, S. E. (2018). Are you interested? A meta-analysis of relations between recruiting information sources and applicant reactions. Journal of Applied Psychology, 103(2), 190–210. doi: 10.1037/apl0000265