The future of AI in marketing
May 23rd, 2019
As professional recruiters there are many techniques that we use to source the best candidates for our clients. In fact, advertising a job is a very small part of what we do! Our search extends into manipulating our candidate database, scouring the internet, job boards and social media as well as head-hunting and networking. However, when we do advertise a new role we tend to get a lot of responses and it can be time consuming to screen and shortlist these applicants so that only those relevant make the final cut.
So, how do we do this and what percentage actually makes it past the initial screening and onto a client’s shortlist?
For each job we work on we screen hundreds of CVs. We have to make sure we look at every applicant as quickly as possible to make sure we don’t miss a great candidate through not responding quickly enough. At this stage we are checking the basic details of the applicant to see if there is a possible match.
The main things we are looking at are:-
After screening the CV, candidates tend to fall into one of three categories:-
It is essential that we make contact with candidates quickly to establish if they might be a good match for our client, so one of our Resourcing Consultants will contact the candidate as soon as possible after application. In this initial telephone conversation we speak to the candidate to find out:-
If at this stage they are a potential match, we will discuss the opportunity further and let them know who our client is to establish if the candidate is interested in taking the opportunity further.
This is where quite a lot of candidates tend to drop out from the process, either because the job is not what they are looking for, or is not meeting their salary or location requirements. We will also make a decision about if we believe the candidate is a good match with our clients’ requirements in all of the areas mentioned above. If so, at this stage we contact the client to update them on our progress.
This is where things get more interesting and we really start to delve into the detail! We need to be confident that this candidate is a good match for the role. Not only are we looking for suitability skills-wise but we also need to be sure that they are motivated about the role and our client. We will be looking for candidates to convince us why we should represent them with one of our clients, not the other way round. We do not persuade people to apply for one of our roles and we don’t represent someone if we are not totally confident with their commitment.
The types of things we are looking at include:-
Using a job we filled recently as an example we have put together a case study highlighting the ad response from a data/statistical analyst job.
Job: Data/Statistical Analyst for a leading web based organisation in London
Salary: up to £40K
Advertised on: 12th April for one month
Number of responses: 209
For this job we screened 209 responses to the ad, and also hundreds of candidates from other sources. This led to us sending six shortlisted and prepared candidates to our client. They went on to interview one of them and then offered them the job.
We hope that you have enjoyed this first in a series of Spotlight articles. If there is a topic you would like us to cover please leave a comment below