Are you feeling overwhelmed by the sheer number of job applications flooding your inbox?
Following recent conversations with our members, this appears to be the case for many companies right now. It can be very frustrating and time-consuming as you’re trying to find the perfect candidate for a position. If this is you, you’re not alone in this current struggle.
Many companies are facing the same challenge of too many applications and not enough qualified candidates.
So why exactly are you receiving an abundance of job applications? There could be a few reasons:
- One possibility is that your job advert may be too ambiguous. If your job specifications are unclear or lacking in detail, you may attract a wider pool of candidates who may not necessarily possess the necessary qualifications or skills.
- Another factor could be the lack of clarity in your advertising. If your advert fails to effectively convey your company's culture, values and mission, applicants may not be able to determine if they align with your organisation. This could result in a flood of applicants who may not be a good fit for your company.
- Your Employee Value Proposition (EVP) may not be clearly defined. Your EVP is the unique set of benefits and rewards that your organisation offers to its employees in exchange for their skills and contributions. If your EVP is not well-communicated, there could be unrealistic expectations of the role (more on this below).
- The job market itself may be playing a role in the high number of applications. With many people searching for work, even if they are not necessarily qualified, they may be applying to as many positions as possible in the hopes of securing a job.
Looking at some of the reasons behind the influx of job applications, it might be time to turn attention to your job description. This is one of the most critical aspects of your hiring process and can make or break the quality of applicants you receive. Are they clear and concise? Or are they filled with industry jargon that could confuse potential candidates? Not everyone is familiar with your specific field, so it's essential to use accessible language that is easy to understand.
Additionally, ensure that your job requirements are well-defined. Don't overload the description with an extensive list of qualifications that may not all be necessary. This could deter qualified candidates who may not meet every single requirement but have the potential to excel in the role.
When it comes to attracting the right candidates, it's not just about listing responsibilities and qualifications in your job description. You need to tell your company's story and give applicants a glimpse into your organisation's culture, values, and mission. This is your chance to stand out from the crowd and show potential candidates why they should choose your company over others.
Start by painting a vivid picture of what it's like to work at your organisation. Highlight the unique aspects that make your workplace special, maybe use videos of “real” people within your organisation to do this. Do you have a collaborative team environment? A flexible working/hybrid working opportunities? An emphasis on work-life balance? These are the details that will grab the interest of applicants who are seeking a company that aligns with their values and preferences.
I attended a seminar recently on Employee Value Proposition. There were some great takeaways, one standout was how to define your EVP and then how to communicate this to people looking to join your organisation. Look within your company for this and ask your employees for their personal stories. What has gone well for them? What have they done when they have encountered difficulties? What makes it a great place to work? This will help to clearly define your company's culture, values, and mission and to bring your business story to life.
What sets your organisation apart from others in the industry? Communicate this information in your job adverts and throughout the hiring process to attract candidates who are aligned with your company's values.
Lastly, consider including a brief overview of your hiring process. Let applicants know what they can expect and the timeline for the hiring process. This can help manage expectations and discount candidates who are not willing to commit to your timeline. Communication is key at all stages of the recruitment process, even as an overwhelmed recruiter struggling to work through applications, it is imperative to keep candidates informed about the progress of their application.
A high volume of applications to vacancies has an impact on jobseekers too. I saw a LinkedIn post recently, where a contact of mine was discussing jobs that were posted on a certain very popular jobs site (naming no names!), where you can see the number of applications made. The vacancy that he was referring to had over 30 applications within 26 minutes of being posted. He was put off by this and didn’t feel that there was much point in applying, although he matched the criteria perfectly.
We should perhaps be mindful of this when placing job adverts on certain platforms. Are we missing out on candidates who do match the criteria of our jobs by displaying the number of applications made? Food for thought... most definitely.
Image credit: Abscent, Canva