Managing Applications and the Recruitment Process in an Employer-Driven Market

 Sponsored post written by McLaren Recruitment

If you’re recruiting right now, you’re probably experiencing a higher volume of applications than before. It’s no secret that there are more jobseekers currently than jobs, which can make the process of hiring a bit harder to navigate. 

While on the one hand you have more choice as an employer, it also requires more work to ensure you find the right person for your vacancy and that your candidates have a good experience, regardless of whether their application is successful or not. This can be time-consuming and potentially stressful - especially if you are one of those leaders in the for-purpose space who does recruitment for your organisation on top of several other roles.

Fear not, our top tips for managing a recruitment process are here to help.

Six tips for managing a recruitment process in a crowded job market

Hiring Tip #1 - Acknowledge Your Applicants

Candidates have likely spent a good bit of time and effort to put together their job application, so it’s important to do them the courtesy of acknowledging their interest in your role. Not only does this help reassure them that their application has made it through to the right place, but it also sets the tone moving forward. Particularly when job seekers may be applying for more than one opportunity at a time, a simple acknowledgement that you have received their application and a rough outline of your timeframes and process will go a long way.

A CRM or applicant tracking system that can receive and acknowledge your applications from multiple sources is a lifesaver when dealing with high volume. However, these systems do come at a cost, so if you don’t already have one set up, working with a recruitment agency like McLaren Recruitment can ensure that all applications are acknowledged and processed in a timely manner. 

Don’t let your candidates slip through the cracks or have a less than positive experience with your brand; acknowledging applications and managing expectations is an important step of the hiring process. In the for-purpose sector, where candidates often apply for jobs based on their values and may have strong feelings about your organisation and its work, this acknowledgement and creating of a good recruitment process is even more important to leave a lasting positive impression of your organisation.

Hiring tip #2 - Be Clear About Your Timeframes

Depending on your urgency to hire, you can either have a closing date after which all applications received will be reviewed, or you can look over applications at the time they’re received and action any that look suitable for a further conversation. Either way is perfectly fine, just make sure it’s made clear within your advertising, so that jobseekers know what to expect. 

We often find that some of the better-suited candidates take some time to undertake their due diligence on the role and craft their application, and typically apply closer to the stated closing date. Don’t miss out on great people by advertising a closing date for your vacancy and then disregarding it. If you need to be more fluid and jump on applications that interest you as and when they’re received, communicate this in your job ad so that the people who put a lot of thought into their applications know they need to submit something sooner rather than later.

Hiring Tip #3 - Manage Enquiries

We always recommend including contact details on any job vacancy so that if someone has a question, they can get in touch before putting through an application. Experienced candidates like to make sure they have all the relevant information before making a decision on whether to submit an application or not, so having an option for people to contact you with relevant questions about the role is crucial. It can be a waste of everyone’s time if there are specific requirements or non-negotiable aspects of the role, but no one to cover those queries off with while the position is being advertised.

Hiring Tip #4 – Keep Candidates up to Date

As you move through the shortlisting and interview process, being able to keep your candidates up to date is vital. Leaving people in the dark as to where you’re at with your recruitment process can result in losing your strong applicants, so it’s important that you’re consistent with your messaging and provide updates when you can.

If you’ve received applications that are not suitable for whatever reason, it’s best practice to let those people know as soon as possible. Not only does it reduce the number of candidates that you’re liaising with, it also allows those people to move on with their job hunting activities. No matter what stage of a recruitment process a person has made it to, keeping them updated as to the status of their application helps protect your employment brand.. Keep in mind that just because someone may not be quite right for this role, it doesn’t mean they won’t be a great hire for you in future. Candidates who feel ‘ghosted’ or forgotten about likely won’t be applying again!

Remember too, that no news is still an update!  Jobseekers prefer to know what’s happening, even if they are being told that you don’t have any news to share just yet. Staying in touch also gives the candidates an opportunity to let you know if anything has changed with their situation – keeping your applicants up to date is a win/win!

Hiring Tip #5 – Do Thorough Background Checks

Even if you’re spoilt for choice, completing thorough background checks on your preferred candidate is incredibly important. The cost of making a bad hiring decision is more than just financial, it can also have a negative impact on your other staff members and potentially lead to more resignations or a deteriorating team culture. 

The type of background checks you should cover off will depend on the role and responsibilities, but at a minimum we recommend completing robust verbal references with previous line managers and a Ministry of Justice check. There are other options too, including credit and ACC checks, qualification confirmations and police vetting. Always make sure you do your own due diligence before making any hiring decisions.

Hiring Tip #6 – Provide Feedback

We get it, it’s not fun telling one person that they didn’t get the job, let alone 50+ people. Declining applicants can be uncomfortable, especially if you’ve interviewed them. Giving feedback after an interview can be one of the hardest parts of a recruitment process, but also the most valuable to job seekers. While it’s never fun delivering bad news or telling a person where they didn’t quite make the cut, doing so not only helps close the loop with that person, but it also helps protect your organisation’s reputation. It’s bad enough to have an application ghosted, but to interview and then hear nothing would leave a bad taste in anyone’s mouth. See Do Good Jobs’ top tips for giving feedback.

Simplify your recruitment by partnering with a reputable recruitment agency

Managing a recruitment process can be time-consuming, especially if you have your own workload to manage! Partnering with a recruitment agency like McLaren Recruitment can help take the pressure off. We can assist at each stage of the process from writing job descriptions to assisting with interviews and reference checks, allowing you to get involved only when you need to – freeing up more time to get on with your day-to-day. View more benefits of working with a reputable recruitment agency here.

Whether you run a process alone or get outside help, we wish you all the best with your hiring!