Hey Hiring Manager, do you want drills or holes?
Yes the famous quote by Mr. Jos Burgers. Personally, we think this is a great “Eye opening” statement and when we apply it to Recruitment, it looks like this
Want more applicants or suitable candidates to interview?
We need more applicants! Then marketing teams are cranked up, thousands of euros are spent on ’employer branding’ and a completely new Lean or Agile process is set up to improve the ‘candidate journey’. Result; a whole bunch more applicants, great! But after looking at the CVs, the fun soon ends. Hmm… these don’t really fit after all. So you don’t want more applicants, you want more suitable candidates to interview!
But how many applicants do you need?
How many applicants do you need before you hire someone? A question we frequently ask clients. In the end, you really only want suitable candidates for a vacancy. Preferably 2-3 so you can compare too. An ideal world, but difficult in today’s market. But to get to the best qualified candidates, some vacancies require as many as 30 to 40 applicants. Every applicant has to be reviewed and rejected anyway, and if you have, say, 100 vacancies, this quickly means 4000 resumes and motivational letters!
How much influence do you have on the quality of candidates?
Well that’s a tricky one. Each individual is, of course, free to apply for any vacancy. Perspectives can change quite a bit in this. Where a candidate thinks he is the ideal match, a Hiring Manager may again find the person totally mismatched. Writing a strong job description with concrete and clear requirements in terms of soft and hard skills can help. But conveying company culture is also important here.
So how do we get only the best qualified candidates?
Outsourcing the screening process or even the entire recruitment process can also be a great solution. As Recruiters, after several interviews and visits to the organization, we often know exactly what a Hiring Manager may or may not be looking for. This ensures an appropriate selection from the large pool of applicants with candidates who are thus most likely to be invited for an interview.
You want appropriate candidates at interview and recruits for your organization.
Want to learn more about the solutions we can offer with Dimmers Recruitment? Please contact us for more information and we will be happy to discuss an appropriate custom solution for your organization. Because One size fits none!