With more graduates than ever graduating from university and fewer jobs around than in previous years, it is natural that companies are receiving huge volumes of applications for advertised vacancies, which, on the surface, is great news. However, a large proportion of the applicants are likely to be unsuitable for the role they have applied for and the challenge lies in managing the applications successfully and efficiently.
There is an ongoing sense of panic among job-hunters, which leads to them “blanket-applying” to a range of jobs that they are not suited for and actually may not be interested in. This presents a new problem for recruiting companies in that response management can become even more costly when the volume of applications is increased.
In order to reduce the amount of sifting required if is helpful to use tools which encourage graduates to self-screen as much as possible. Ensuring that information about a role is readily available can aid in reducing the number of speculative applications from candidates who are actually just seeking more details.
Company Profiles and Employer Videos are good ways of providing an insight into the culture and values of an organisation and can also be used to demonstrate potential negatives, such as early starts or a tough working environment, which may put off any less committed applicants who would not be right for the role.
Pre-screening questions can help to identify the candidates who meet your minimum requirements at the very start of the applications process, so that jobseekers who for example do not have a driving licence, or the necessary academic qualifications or are looking for a job in a different location do not waste their own time or your time, in applying for a role for which they are not suitable.
Last week Bill Boorman’s TruManchester unconference confirmed what we at gradplus.com have known for ages - that targeted emails are Gen Y’s preferred method of receiving jobs as they are easy to read on their mobiles. Specifically targeted emails have always been popular with candidates and provide an excellent way of getting a higher proportion of suitable candidates applying.
Have your say -
Do you receive too many applications to cope with?
Are there criteria that your applicants must meet?
Do you find that a large proportion of your applicants are unsuitable for the roles for which they have applied?
How do you make it easier for candidates to self-screen?