Over the last 7 years, we have been benchmarking recruitment performance (link to benchmark program) for leading organizations throughout the country. Regardless of industry, you could classify positions into two types:
- Business as Usual (BAU) – those positions that will likely fill with a candidate that applies. No outbound sourcing is required to find quality talent.
- Critical/Difficult/Visible (CDV) – those positions that will need to aggressively deploy outbound sourcing strategies to find the right candidate. Then get them to apply.
With BAU positions, one of your biggest issues is managing the volume of non-qualified applicant flow. In 24-48 hours you can literally get 100-300 applicants applying!
While there are various tactics to control this volume (posting policies, knockout questions, etc.), a great best practice is crafting a compelling job posting that encourages individuals to NOT APPLY if they don’t think they would be interested and successful in the role.
There was a great post written about this a few weeks ago: Why Adding ‘Please Don’t Apply’ to your Job Ad could be a good idea.
There truly is an Art & Science to crafting a compelling job posting that encourages quality candidates TO apply and deters unqualified candidate to NOT apply.
Unfortunately, many recruiters (recruitment organizations) don’t invest enough time in this front end process to drive qualify applicant flow thru a lean, customer-centric process.
If you are interested in learning more about this topic, please join our next Recruiter Academy Sessions starting in September!
I hope you are having a Perfect Week!