3 Ways to Handle a Large Candidate Response to Job Openings

3 Ways to Handle a Large Candidate Response to Job Openings

How many times have you opened your email inbox to find hundreds of candidate applications to your job openings?  It can be quite overwhelming to a recruiter with no process in place to handle such a large candidate response.

However, there are a few easy steps you can implement into your candidate screening process that will help you better handle these situations:

1. Have a designated “resume weeder

If you have a recruiting assistant or an admin, check into the possibility of recruiting this person to help you weed through resumes.  Having a resume weeder will save you hours of precious time and help you to quickly identify the best candidates.

Your resume weeder does not need to be a recruiter or someone with recruiting experience.  This person simply needs to be able to quickly skim resumes and send you the ones that match up to your needs.

For example, you should be able to quickly explain to the resume weeder the key words and skills you are looking for on a candidate’s resume.  With this information, your resume weeder should be able to quickly go through piles of resumes, identifying the ones that you would be interested in, and quickly forward them over to you for review.

2. Have someone help with initial phone screens

In addition to recruiting help with weeding through resumes, having someone to help you with initial phone screens is another way to efficiently handle a large candidate response.

Simply create a list of questions that are key to the job requirements.  The same person that helped you weed through resumes could help with this task by calling the candidates (after the resume weeding) and going through the initial phone screen with them.  This person should be able to provide info on the questionnaire as well as their opinion of the candidate’s attitude and interest over the phone.

3. Utilize video interviews

Once you have identified your select candidates, rather than figuring out how and when to schedule them for in-person interviews, consider video interviews.  Unlike in-person interviews, video interviewing could save a lot of time in travel and preparation.

Video interviewing will allow more flexibility for interview scheduling for both you and the candidate.  In addition, video interviewing will save you time by allowing you to book back to back interviews without having an office full of candidates at once.

How do you handle a large candidate response to your job openings?  Please share your tips in the comments below.