It might seem obvious that the higher the amount of candidates applying for a position results in a greater chance of obtaining more quality applicants. However, reality shows that the more aspirants coming through the pipeline, the more pressure placed on the recruiter’s shoulder screening thousand of CVs, which in the end will not match at all with the job.
Hiring a multi-posting tool can be an awesome idea to solve your current “lack of candidates”, but are we 100% certain that such strategy will help us get the right ones? We might obtain more quantity, that’s for sure, but not necessarily better quality.
What we imply with this is that a good candidate sourcing strategy must always be combined with an effective application process. We do not want millions of applicants clicking an APPLY button by only sending or filling in their CVs. We want an application procedure in which, if the candidate is really suitable for that job, he will actually do more than just sending a resume. A motivated applicant always wants to show more than his experience. He knows he is qualified for that job.
Implementing personality evaluation or video interviewing already in the application form can be an effective way (proved here at skeeled) to kick away lazy and unqualified candidates. By contrast, the one who has it all will actually complete the process till the end: he is motivated and he knows he has the right qualification to get the job.
So, is the CV experience more than enough? Absolutely not! Let your candidates show a bit more of their personality and you will enhance quality over quantity. Video interviews will reduce your manual work screening incompetent applicants and save your time in primary phone calls. Simultaneously, applicant tracking will be much easier since you already know which are the talented candidates from the moment you see their video and their personality results.
Candidates showing real interest are hungry to become the best real asset for your company!
Thanks for reading