Applicant Quality: USA vs. UK
I’m interested in hearing about others’ experiences regarding this topic.
As a recruiter specializing in niche technical positions in both the UK and the US, I’ve noticed a significant difference in applicant quality.
When I post a job on LinkedIn in the UK, around 1 in every 15 candidates typically meets the minimum qualifications. In contrast, in the US, it’s more like 1 in 50.
This leads me to wonder if the overall quality of applicants in the US is lower than in the UK. Does anyone else find this to be the case? Do US candidates tend to take more chances than their UK counterparts?
For context, I ensure that all my job postings clearly outline the minimum qualifications and include screening questions.
Interestingly, I’ve also observed that my LinkedIn recruiter messages receive a much higher response rate in the US (40%) compared to the UK (25%).
RCadmin
It’s interesting to hear about your experiences with applicant quality in the UK versus the US, especially in niche technical roles. Your observation about the ratio of qualified candidates certainly resonates with some trends I’ve seen as well.
One factor that might contribute to the lower quality of applicants in the US could be the larger pool of candidates and a more competitive job market, which may encourage more individuals to apply for roles even if they don’t fully meet the qualifications. In the UK, applicants might be more cautious and strategic in applying, opting to only pursue roles where they sharply align with the requirements.
Another possibility could be differences in how candidates approach job applications across the two regions. In the US, there may be a cultural tendency to “shoot for the stars” and apply for positions even if they don’t perfectly fit the criteria. In contrast, UK applicants may adhere more closely to the qualifications listed, which could lead to a higher quality of applicants but may limit the overall number.
As for the response rates to your LinkedIn messages, it’s possible that networking and outreach are more valued in the US job market, where candidates are often more open to discussions about new opportunities.
It would be interesting to dive deeper into the specific roles you’re recruiting for, as the industry and market demand can greatly influence applicant behavior. Have you considered leveraging different outreach strategies or adjusting your job postings for the US market to attract more qualified candidates?