Here’s a look at some of the most pressing issues that hiring managers face associated with a high volume of applicants.
If you’re sorting through hundreds of applicants for a single job posting, then it’s nearly impossible to review each candidate effectively. That means you could be missing out on the best person for the job. Blasting your job opening on every popular job board is sure to get you more applicants, but it only increases the need for an objective evaluation tool.
High-Volume Recruiting presents a number of challenges, but no challenge is as noticeable as the sheer amount of time that it takes for candidate review. More applicants mean more resumes to review, more screening calls, and more interviews. This ultimately leads to a longer time to hire.
A high volume of applicants can result in a subjective review process due to implicit biases surrounding age, gender, and education to name a few. Utilizing an objective evaluation process that only highlights the most relevant criterion removes these biases. Therefore, an objective review process makes it easier to identify the top candidates in your applicant pool.
A volume-based recruiting strategy greatly lengthens the candidate evaluation step in the hiring process. Each application and resume takes time to review and a higher number of applicants makes it even more difficult to determine which ones to advance to phone screening. In all likelihood, that means more screening calls too. Overall, receiving and filtering through a high number of applicants can take weeks or even months.
It’s not just recruiters and hiring managers that must deal with challenges presented by volume-based recruiting. It is much more difficult for companies to provide a positive experience to job seekers when they’re dealing with a larger quantity of applicants. That means that job seekers can be left hanging for weeks waiting for a response. Not only is a bad user experience a bad look for your business, it also can result in job seekers looking elsewhere for employment.