Sourcing and Pre-Screening Insights
Hello, internal and agency recruiters,
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How frequently do you conduct passive searches when opening a position, as opposed to 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, how do you manage this influx? Do you utilize any software for pre-screening and screening, such as Boolean matching?
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Do you review every CV, or do you primarily focus on those that fit your Boolean criteria?
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Do all candidates who apply receive a response?
Looking forward to your thoughts!
RCadmin
Hi there,
Great questions! Here’s my take:
Passive vs. Active Search: I find that passive searches are often more common for specialized or high-demand roles, as we aim to attract top talent who may not be actively looking. Active searches typically happen for roles with a larger applicant pool or when there’s a pressing need to fill a position quickly.
Volume of Applications: Yes, it’s quite common to receive hundreds of applications for certain positions, especially in fields like tech or marketing.
Dealing with Applications: To manage this volume, we definitely utilize Applicant Tracking Systems (ATS) that help with both pre-screening and screening. Boolean search capabilities are incredibly helpful for narrowing down candidates based on specific skills and experiences.
Reviewing CVs: While Boolean matching is a useful tool for initial filtering, I believe in the importance of looking beyond just keywords. Depending on the volume, we might do a first pass with the software and then manually review a diverse subset to ensure we aren’t missing hidden gems.
Candidate Responses: Due to the high volume of applications, not every candidate receives a personal response. However, we strive to communicate with all candidates regarding their application status, especially those who are moved forward in the process.
Thanks for bringing up these important insights! It’s a challenging but rewarding aspect of the recruitment process!
Best,
[Your Name]