Feast or famine, but never satisfied
One of the most common, if not THE most common, problem recruiting teams say keeps them from success is associated with application flow.
Some companies feel they receive too many applications to screen. But more frequently, recruiting teams say they’re traveling down a “dead-end road –” a space where candidates never come across the company’s careers page and recruiters are forced to constantly interview people with weak applications to even have a chance at hitting their hiring goals.
No matter where you think you fall, application flow is undoubtedly top-of-mind when you’re gauging the performance of your team. Funnel metrics, like applications-per-hire or applications per first round interview, are so prevalent that they often become a goal in themselves — especially if you have someone on your team focusing on employer branding.
To some, this may seem like the natural move. After all, who cares about that amazing interview guide you designed if no one applies in the first place?
But actually, applications are snowballing
Unfortunately, this mindset misses the forest for the trees. Application volume continues to rise as technologies make it easier and easier to apply (ERE was covering this way back in 2002 — if that doesn’t make this an established trend, I don’t know what does.)
Even if you’re not personally thrilled with your application flow, it’s only going to increase as more job seekers exclusively search for roles online.
A majority of candidates have also adopted a self-protective mindset when it comes to finding a new role — as in, they’re not expecting to hear back from you in the first place. This could be because they believe recruiters are too busy to respond to anyone other than qualified candidates, or, the company just isn’t communicating at all (c’mon, we all know this happens.)
Can you blame them for casting a wide net under those circumstances?
As companies and ATS providers restructure their career portals to make mobile applications more accessible, it will provide another way to attain precious, sustainable résumés that will help hit your recruiting goals.
But How Can You Break The Habit?
At this point, attracting résumés isn’t the big problem the recruiting world needs to solve. We’ve already done a really good job of it, and case studies and consultants alike will tell you “focus on a great employer brand!” for the next 15 years, just as they have the last 15.
There’s a lot more to be done when we turn our attention back to doing the little things right, and that starts with your recruiting team weaning themselves off of their addiction to résumés.
The next time someone on your team says they can’t hit their hiring targets because they don’t receive enough résumés, ask them if they’ve communicated in any way (even those ATS auto-rejections count) with every candidate who’s applied in the last six months.
What do you think the answer will be?
You can reach us on Twitter at @TaketheView.