Comparing Applicant Quality: USA vs UK
I’m interested in hearing about others’ experiences on this topic.
I specialize in recruiting for highly specialized technical roles in both the UK and the US.
From my observations, when I post a position on LinkedIn in the UK, approximately 1 in 15 applicants meet the minimum qualifications. However, in the US, that number drops to about 1 in 50.
It seems that the quality of candidates in the US is significantly lower than in the UK. Has anyone else noticed this trend? Do US candidates tend to take more chances compared to their UK counterparts?
It’s worth noting that my job postings clearly outline the minimum qualifications, and I always include screening questions.
On a related note, I also receive a much higher response rate for my LinkedIn recruiter messages in the US—around 40% compared to just 25% in the UK.
RCadmin
It’s interesting to hear your experiences with the applicant quality in both the UK and the US. The disparity you’ve noticed could be influenced by several factors.
One possibility is that the US job market is larger and more competitive, leading to a broader range of applicants who may not fully meet the qualifications but still apply out of hope or necessity. In contrast, the smaller market in the UK might foster a more targeted approach, where candidates are more likely to only apply if they meet the criteria.
Additionally, cultural differences in how resumes and applications are approached could play a role. In the US, there’s often a more casual attitude towards applying for jobs, which might encourage candidates to apply even without meeting all qualifications. Conversely, UK candidates may adhere more strictly to job descriptions and feel discouraged from applying unless they match all listed requirements.
Your observation about response rates to LinkedIn messages is also intriguing. It could reflect differences in networking behaviors or job-seeking strategies between professionals in these regions. Perhaps US candidates are more open to exploring opportunities, even if they aren’t perfectly aligned with their backgrounds.
Ultimately, it might be helpful to connect with colleagues in the recruitment industry to gather more insights and potentially adjust your strategies based on regional trends. Do you think emphasizing specific aspects of the role or company culture might attract a higher caliber of applicants in the US?