Are you currently experiencing a massive surge in job applications? Is one vacancy attracting the interest of hundreds of job seekers? Well, you are not alone. In this current climate, many employers are faced with a greater increase in job applications. Within the past few months, job losses and redundancies have caused application rates in the retail sector to sore – with more than half a million applicants since March 2020.
Employers now face a growing pressure to review job applications on a high volume scale. They have to make fast decisions and find top talent amongst the piles of job hopefuls. Consequently, this can put great strain on talent acquisition teams and recruiting resources.
To prepare for this, it’s important to adopt the right tools to manage a job influx and ensure maximum efficiency.
What does this mean for employers?
A recruitment team that is experiencing a new level of high volume hiring will find themselves spending more time reviewing and managing job applications. To meet new recruitment demands, organisations may opt for additional manpower or technological assistance.
If this is not made a priority, the risks can include:
Missed opportunities – time restraints make it difficult to fully review every job application. You may miss out on qualified talent because of this.
Poor candidate experience – the most common complaint from candidates is when they don’t hear back from an employer following a job application submission. It becomes increasingly difficult to manually respond to unsuccessful candidates in high volume situations, sacrificing the candidate experience.
Compromised employee wellbeing – a heavy workload and tight deadlines can comprise employee wellbeing. Recruiters may experience added stress and fatigue to complete tasks on time.
Irrelevant job applications
Currently, employers may experience an increase in unqualified applicants because of mass job losses that cause an acceleration in new job searches. With many looking for new opportunities, Totaljobs saw a 30% increase in new applicants looking for jobs.
Precautionary step to take:
Write an excellent job advert – be specific in what you are asking from the potential candidate. Broad job requirements cause confusion and will encourage applicants from all qualified levels that may not be suited to the role.
Whilst it is of best practice to write the perfect job ad, it does not safeguard completely against only attracting qualified talent.
How to manage an increase in irrelevant in job applications
Many industry sectors will continue to face an increase in job applications. In order to keep up with demand, recruiting technology is essential. A recent study found that 75% of CEOs agree that corporations must accelerate the technological transformation of their business in order to survive post-pandemic. Hiring organisations are no exception to this. When recruitment freezes end, employers will face a backlog of applicants. It is important they are equipped with the right tools to handle potential surges.
Job application screening
Filter out irrelevant job applications and refocus your attention back onto matching qualified talent. Resume screening technology takes mere seconds to complete a comprehensive review for just one job application. Designed to handle high volume job intakes, screening technology will automatically review every single applicant against an open job vacancy to determine the best matching talent.
A task that may take hours to complete manually can be undertaken in minutes with technology. For consistent and bias-free results.
Make ‘irrelevant’ job applications relevant. Candidate pipelining technology will automatically reconsider past applicants for new vacancies. For example, a candidate who was not successful in their initial job application may be more qualified for future vacancies. Pipeline automation funnels these candidates to better matching opportunities. To increase the candidate experience and bring value to every single job application an employer receives.