Ready or not, Here come the Applicants.

Are you ready for the amount of applications you are about to receive when you press 'Post Job'? Some roles bring in hundreds of applications and it is not easy to go through & manage with the hundreds of applications that pour in. Especially if your company has built a brand identity where others are intrigued and excited to be apart of, you will want to prepare for the candidate flow about to pour in when you post that job.

How you manage the process affects your reputation, and what people say about you. With the many sites of today like Glassdoor that show company reviews, we need to be careful not to offend and to keep everyone feeling comfortable throughout the process from apply through hire or rejection.

Preparing for High Application Volumes

Before you post a job, ensure you have the infrastructure to manage a high volume of applicants. Use robust applicant tracking systems (ATS) to sort, filter, and make it easy to handle initial screening processes. This technology can save you countless hours and help you maintain organization and fairness.

Managing Applicant Traffic

When faced with a hundreds of applications, clear criteria for initial screening are crucial. Define must-have qualifications and preferred skills upfront to quickly identify potential candidates. Implement automated responses through your ATS to acknowledge every application received—this keeps candidates informed and engaged in the process.

Handling Rejections

Rejection is a necessary part of the recruitment process. Craft a polite rejection letter that provides feedback or a general explanation of why they weren't a fit for the position. Personalize messages where possible, especially for those who reached any stage past application in the interview process. This approach helps maintain a positive brand image and can encourage candidates to apply again in the future.

Engaging Passive Candidates

Candidates who are great but not suitable for the current role still offer value. Engage with them by:

• Adding them to your talent pool: Invite them to join your company’s talent community to receive updates about future opportunities and company news creating a passive candidate pool.
• Personalized communication: Send tailored messages that acknowledge your conversation with them and keep in touch when future roles arise.

Integrating Late-Stage Applicants

For exceptional candidates who come into the picture late in the recruitment process, consider the following:

• Transparency: It's best to be upfront with late applicants about the current stage of the hiring process and what their entry may mean.
• Equitable evaluation: Try to ensure that their inclusion does not compromise the fairness of the process for other candidates.
• Communication with hiring managers: Discuss how this candidate might impact the current recruitment timeline and whether their skills warrant altering established interview schedule.

--

Handling a flood of applications requires prep, technology, and a strategy for effective communication and hitting hiring goals expected.

If you organize your process, respect each candidate & hiring manager's experience, and make strategic decisions about exceptional late-stage candidates, you will rock out managing large applicant pools without compromising on quality or candidate experience.