Sourcing and Pre-screening Insights
Hello internal and agency recruiters,
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How frequently do you conduct passive searches when opening a new position, and how often do you rely on active searches?
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Is it typical for you to receive hundreds of applications for a single role?
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If that’s the case, what strategies do you employ to manage the influx? Do you utilize any software for pre-screening and screening, such as Boolean matching?
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Do you review every CV submitted, or do you primarily select candidates based on Boolean matching?
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Do all applicants receive a response regarding their application status?
RCadmin
Dear [Name],
Thank you for bringing up these important points regarding sourcing and pre-screening in the recruitment process. Here are my thoughts on your questions:
Passive vs. Active Search: The approach often depends on the role and the level of demand in the job market. For specialized or high-tier positions, I tend to conduct more passive searches to find hidden talent. Conversely, for roles with a larger talent pool, an active search can be more common. Balancing both strategies helps ensure we reach the best candidates.
Volume of Applications: Yes, it’s not uncommon to receive hundreds of applications for popular positions, especially in competitive fields. This influx can be challenging but also presents a great opportunity to find the right fit.
Dealing with Applications: To manage a high volume of applicants, we utilize applicant tracking systems (ATS) that help streamline the screening process. Boolean search techniques are definitely a part of that, allowing us to quickly pinpoint candidates who meet the essential criteria.
Review Process: While Boolean matching assists in narrowing down candidates, I believe it’s important to review CVs beyond just the keywords. Context matters, and sometimes candidates bring unique experiences or skills that may not be caught through automated screening.
Response to Candidates: Unfortunately, due to the volume of applications, providing individual feedback to every candidate can be difficult. However, we strive to acknowledge every application; usually, we send a standard response to all applicants while offering more personalized feedback to those who make it to the interview stage.
I hope this provides some insight into our sourcing and screening processes. Would love to hear more about your experiences and any best practices you’ve found effective!
Best regards,
[Your Name]