As candidate scarcity reduces as a problem for many in-house recruiters and industries, we note, from the latest Candidate Attraction Report, an increasing numbers of companies now struggling to cope with the increase in applications for their open positions.
In this insight, we look at the 5th Annual Candidate Attraction Report and those sectors where increased application volumes are most noticeable and how to address volume recruitment.
The turning tide from a candidate led market
Candidate scarcity was, once again, the most widely reported challenge facing recruitment teams - with 50% of all respondents claiming it as a critical issue. However, the trend has been on a downward trajectory for a few years, dropping from 68% of companies affected to just half this year.
Conversely, having ‘too many applicants’ was up by 18% for in-house recruiters. Sectors most affected by increased volumes of applications are:
1. Business Services / Consulting / Management
2. Hospitality / Leisure / Tourism
3. Energy / Utilities
4. Construction / Property / Facilities Management
You can see the full breakdown by sector in the Candidate Attraction Report (Page 19).
The job market outlook
The outlook for the job market gives some context to the increase in application volumes. The Recruitment and Employment Federation reported that mid-March saw the highest weekly numbers of job adverts since the pandemic began - 146,000 new job adverts posted in the third week of March, giving a total of 1.29 million active job adverts in the UK.
Many roles and many applications
A typical recruitment process includes multiple interviews, skills and aptitude tests, background checks and so on. Throw a sudden upsurge in the number of candidate applications into the mix and suddenly managing communications becomes more problematic. Candidate experience is critical; ensuring every applicant is responded to promptly and with respect is key to long-term hiring success.
Application screening for volume recruitment will help get a smaller but more accurate pool of the best talent. Screening and assessing at each stage of your recruitment process will save time and costs too.
With the right tools, you can be clever in customising your online application with screening forms that can grade candidate suitability. You can also automatically rule out unsuitable applications with timely and considerate communications and use the opportunity to build your talent pool effectively with candidates who might be right for your next role.
Search your recruitment system before you post
You can address both volume recruitment and candidate scarcity with better talent pooling and by leveraging your candidate database. However, the report found that only 56% of respondents use their ATS/Talent Pools as a pro-active talent acquisition strategy. Pro-active talent pipelining offers a strategic advantage over those companies still relying on a ‘post & pray’ approach to candidate attraction.
Over to you with these free resources
Download the free Candidate Attraction Report here to see how your industry compares.
This short video covers Talent Pooling as a means to proactive recruitment and quickly matching candidates to vacancies and inviting them to apply using targeted communication, shortlisting and screening and placing the right candidates quickly.