How to Efficiently Manage High Volume Applicants for any Job Opening

We have all heard HR and hiring managers talk about their struggles in finding talented candidates to fill job openings on their teams.  They are always wishing to have ample of qualified job applicants to choose from and it is up to their liking who they feel is the best fit.


The opposite scenario to this can be just as troublesome and at times can cause even more headaches when your inbox is flooded with resumes and applications, not all of which are necessarily a match to the job that you are trying to fill.


Below are a few tips on how to maximize and find a balance to getting a good number of qualified applicants that is both manageable and without fearing of missing out on any potential talent:


Be Precise in the Job Description

Having a clear job description that accurately portrays the role and responsibilities, as well as education, skills, and experience requirements will enable job applicants to easily reflect whether they fulfill those requirements and whether they are interested in the position at all.  Often, job descriptions are overlooked and poorly written such that job applicants are not sure what the position is but decided to apply anyways first.  The more time you put into developing an accurate and detailed job description, the more closely matched the candidates you will receive.


Highlight “Must-Have” Requirements

Make sure to highlight and emphasis on the “Must-Have” requirements for the job opening and do not be vague on them.  There are always one or two or a few criteria that employers look for and it is important that the job applicants know what they are.  This would further narrow those candidates who possess those critical “Must-Haves” whether it be a skill, experience, or even a special condition about the position that the potential new hire must perform if they were to accept the position.


Include screening questions and testing as part of the process

When hiring for positions with specific skill requirements, it can effective help narrow down qualified candidates from large numbers of candidates efficiently by administering screening questions or skills related testing.  These types of assessments early in the recruitment process can also help eliminate any bias and strictly focus on the technical and skills required for the position.


Include the Salary and Compensation Details or ask the question early on

By including the salary and the overall compensation package details, it gives job applicants a better idea what to expect they can get from accepting your job opening.  Many times, job applicants become uninterested or rejects a job offer because of salary.  By putting that information right from the get-go or asking about salary expectation early on, you ensure that those who advance further into the interview process because they have the qualified skills and experience will also match in their salary expectation to your budget.


Keep the Recruiting and Hiring Period Short

The notion that there is always someone better out there and searching for the best talent can hinder companies from making good hires.  Companies sometimes extend or drag on their interview process hoping that they will find someone better than those they have already seen.  And sometimes companies have lengthy interview processes thinking that the more in depth and thorough they are, they can find the best candidate available.  However, candidates can lose interest or hired by other companies if the interview processes take too long from start to finish.


Automated Screening Software

There are many Applicant Tracking Systems available today that are advertised to do all the above and more for you in a quick, efficient, and automated process.  They are said to be able to sort candidates, screen for skills and experience, filter and narrow a short-list of the best candidates, all while you can simply focus on the best potential candidates.  In some cases, this would be a good solution for high-volume positions, but it may lack the human aspect for more advanced and higher-level positions that are not distinguished between keywords on a resume.


Partner with a specialized Recruitment Agent

Find an expert who can help.  Sometimes getting from help from industry experts make a world of difference.  Specialized Recruiting Experts in their respective fields make it their career to connect and build relationships with professionals in those industries.  Their goal each day is to connect with the best talent available and knowing who is available in the market and who is actively looking for new challenges.  Just like an automated screen software would screen and narrow down a list of qualified candidates, a technical recruiter would do the same and more by not just looking to match the technical skills and experience, but also the personality and cultural fit to an organization.


Remember, having many applicants may not always be a good thing if most of those applicants are not right for your job opening.  By utilizing in combination a few or all the above tips will greatly reduce the time and effort when trying to find the best available talent in the market.


Or better yet, Contact Us today to speak with one of our Recruitment Specialists and let us help you build your team with talent today!

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