As a recruiter, how do you weed out the best applicants for a job you’re advertising when you are inundated with responses?
As job boards proliferate, social media is embraced by recruiters and positions are shared and re-tweeted, it’s easy for people to employ a scattergun approach to their job search.
And at this time of the year, when recent graduates are hitting the jobs market, recruiters’ inboxes are rapidly filling up with often inexperienced candidates.
One London-based TV production jobs portal tweeted bluntly this week: ‘Reminder to all recent graduate jobseekers – you are NOT experienced for the majority of jobs we advertise. Please stop wasting your time.’
It followed up with the even more exasperated: ‘Imagine being time pressed person w/ full time job + recruitment, you need experienced Assistant Producers. You get uni leavers in your inbox.’
This may be a somewhat pointed over-reaction to having to wade through hundreds of applications for a position you’re advertising – and the popularity of the TV industry must leave it open to this – but who is at fault here? The overly-ambitious young graduate desperate to get a foot on the ladder of a seemingly glamorous career or the recruiter for not making the ad clear enough?
In the days of applying for jobs by filling in an application form and sending it through the post (yes, really) rumour has it that more than one hiring boss would throw every application with a second class stamp on the envelope straight in the bin without opening it. ‘If they want the job badly enough they’d use a first class stamp’ was the reasoning.
Thankfully, hirers have become more understanding and the process of applying for jobs has become simpler thanks to technology such as new job search app Zoek.
As a recruiter, you may be oversubscribed for some positions you advertise but you don’t want to run the risk of missing out on that special candidate. Sometimes the answer is simply to go through every application.
But before you resort to that, here are Zoek’s tips for writing job ads that get you the right kind of applicant:
•Make sure your job ads are clear and targeted more directly towards the people you are hoping to attract. Ensure the job title is accurate.
•State locations, salaries and required experience. Bold up these sections to make them stand out.
•Try to be realistic and not oversell the position.
•For creative positions remind candidates that their portfolio of existing work may well be viewed.
Zoek is a new job-searching app that can connect candidates with recruiters at the click of a button. If you are a recruiter why not register here to let Zoek help you achieve faster, smarter recruitment.
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