Too much of a good thing?

Too much of a good thing?
Tuesday, July 28, 2020

If you are responsible for the recruitment into your business right now, you are probably experiencing the impact of Covid-19 on the employment market. Unfortunately, we find ourselves in a position where a large number of very talented individuals are losing their jobs due to redundancy, as businesses are forced to restructure in response to the financial effect of the pandemic.

From a hiring employers' perspective, the main positive to come from this is that your talent pool is likely to be far more densely populated by highly employable people, with all of the relevant skills and attributes to bring to your company. But what does this mean to you in reality?

Working in recruitment, you become accustomed to managing large amounts of job applications and screening them accordingly, but the recent overwhelming volume of advert responses serves to highlight just how time consuming this process can be. If you don’t have the time, resource or the capacity to manage application volumes into the hundreds, then you will perhaps need to lean on a valued recruitment partner to take this process out of your hands. This should also enable you to still provide each applicant with a favourable candidate application experience, where they are responded to within a given time-frame and contacted if suitable - often the most time consuming aspect of running a recruitment campaign, but the part that leaves people with a lasting impression of your company.

With volume, comes a challenge not faced for over a decade in business…how can you identify exactly who are the best candidates from such a large pool? How do you distinguish between a strong application and just an average one when faced with so many similar-looking CV's?

This is another issue that can be resolved by utilising the specialist support and knowledge of your recruitment partner. As recruiters, we have read thousands of CV’s over our career duration, and have honed our skills to be able to best judge the candidates who are the best match to your vacancy by tracing their experience, previous employers, qualifications and industry exposure.

The further value-add that a Recruiter can provide here, is the market knowledge of other employers in the area. We are able to pinpoint more quickly if a candidate does in fact have a 'relevant' industry background as we are familiar with the industries that other local businesses operate within. This market knowledge, expertise and competitor insight can be worth its weight in gold when it comes to securing the right, long-term employee, and is often cited as one of the reasons employers are prepared to invest their money into a recruit service.

Some questions to ask yourself when you are about to go out to market with a new vacancy:

  • Do I have the time to manage high volume applications that could number into the hundreds?
  • Do I have the time to offer a good candidate experience to all applications, which will leave them with a positive impression of our business?
  • How will I distinguish between the best applicants and the average, quickly and effectively?
  • Would I be able to identify which of the applicants have relevant industry experience, from the employer’s names listed on a CV alone?

If the above questions resonate with you and you would like some help or advice on managing your recruitment projects, please do get in touch with us to help you to navigate the new candidate landscape, ease the associated pressures that come with a saturated market and (most importantly) ensure that your business hires the best talent!

Article by: 

Joanna Middleton

Joanna Middleton

Divisional Manager

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