The maths and science behind the art of hiring .

Recruitment is often perceived as a broken system, plagued by inefficiencies that frustrate both employers and job seekers. The crux of the issue lies in the traditional approach to job postings. When organizations have new job requisites, they typically advertise on job boards, casting a wide net in hopes of catching the ideal candidate. However, this method inundates HR departments with hundreds of resumes, many of which are unsuitable for the role. This creates an administrative nightmare, as each application must be acknowledged and processed.

The sheer volume of applications means that even if you are the perfect candidate, your resume might get lost in the pile. For instance, if you are applicant number 100 out of 300, and even though you are a 75% match for the position, your chances of being selected for an interview are a mere 10% .

Here is why ?

The chances of you getting an interview for the job position depend on several factors, such as the number of candidates the company plans to interview, the qualifications and experience of the applicants, and how well your application matches the job requirements.

If we assume that the selection for interviews is random and the company will interview a fixed number of applicants, then the probability of being selected can be calculated. However, in reality, it’s not a random process, and your chances would be better estimated by the strength of your application relative to others.

For example, if the company decides to interview 30 out of the 300 applicants, each candidate would have a 10% chance of getting an interview assuming a random selection process:

P(Interview)=Total?Applications Number?of?Interviews=30030=0.10?or?10%

But remember, it’s best to focus on making your application stand out with your qualifications, experience, skills and how you fit the job description to increase your actual chances.

Lets make hiring better together by David Partridge -Talent acquisition recruiter .