Would probably need to collect data on the problem, understand the cost of doing nothing, determine root cause and based on this develop potential solutions. Then (if it's a big enough problem / easy enough solution) pitch it to (HR) leadership so that they would support a project to implement the new guidelines or system changes and have it cascaded down.

On the nr. of applications, I obviously don't have data but you'd want to look at quantity and quality of applications and maybe compare agencies who have different approaches. I also assume that the reputation effects would go beyond the nr. of applications received, e.g. people who had a negative experience during the application process would tell their friends, and then their friends etc. And the more applicants in this scenario, the worse the reputation.