What is the best way to manage a high volume of job applications?

1. Make the JD clear, concise and specific. If the JD is too long or vague, you are likely receive high volumes of unqualified applicants 2. Include pre-screening questions in the application process 3. Avoid posting 2 or more similar jobs at the same time 4. Optimize your ATS to filter out / auto-disposition duplicate applicants 5. Unpost the job after 7-10 days or once you have a promising applicant pool 6. Do regular resume screens and disposition candidates that don't meet the mandatory requirements of the job 7. Integrate your ATS and Assessment platform for quicker dispositioning of folks who don't clear the test 8. Devise a schedule and adhere to it strictly. Tool and Requisition hygiene is paramount when handling high-volumes.

Effectively managing a high volume of job applications requires an organized approach. Begin by setting clear job criteria to filter applications efficiently. Utilize applicant tracking software to automate resume screening. Create standardized interview questions and processes. Consider video or group interviews to save time. Form a dedicated hiring team to share the workload. Communicate promptly with candidates about their status. Regularly review and update your process to streamline and improve efficiency while ensuring a positive candidate experience.

1. Set clear criteria for screening 2. Use an applicant tracking system 3. Create a standardized evaluation process 4. Prioritize communication 5. Utilize pre-employment assessments 6. Delegate tasks 7. Optimize job descriptions

Make sure that your job adverts are targeted at the right people Close the posting of the vacancy early if deemed necessary. A good place to start is with your job advert. When creating your advertisement, make sure that the essential requirements of the role are clear. It’s important to use language such as ‘candidates must have’ rather than ‘the ideal candidate will have’.

Managing high volumes of job applications efficiently requires speed, accuracy, and fairness. Leveraging AI tools like JetHire.ai can turn this challenge into an opportunity: Automated Screening: Cut candidate screening time by 90%, focusing on strategic decisions. Precision Matching: Use AI to ensure accurate, skills-based matching, beyond keyword searches. Bias Reduction: Data-driven evaluations minimize biases, promoting fairness. Streamlined Workflow: Seamless integration with existing systems boosts efficiency and cuts costs. Incorporating these practices not only improves recruitment efficiency but also ensures that you consistently attract the best talent. Learn more at Jethire.ai.

When you have high applicant volume, being really clear about the attributes that are important for the role and assigning them weight at the outset can help you determine which candidates are likely a stronger fit for the role than others. Must-have attributes may have a greater weight and nice-to-have attributes might be weighted less. Then, set a threshold. Once a candidate has met a certain threshold, or is well past it, consider them. If they're in a gray area, spend a bit more time sussing out fit. And, if they're well below the threshold, they likely should not be considered further.

Some of the advanced ATS supported by AI can help to rank potential talent high and help in the automated ranking of applicants as per score. May require bit of work to implement based on Tech/AI/data /ATS requirement but once done ,it can save hours of recruiter's work.

Communication is key. Try these 3 strategies: 1. Personalised Video Messages: Use short, personalised video messages for updates. This adds a human touch and shows genuine interest. 2. Interactive Status Tracker: Create an online portal where candidates can check their application status in real-time. 3. Candidate Experience Surveys: Regularly survey candidates about their experience to identify areas for improvement and show you value their feedback.

Definitely, if you do not have any support of ATS or other tools, you will have to take support and delegate. Job boards where you have posted the job may provide you a relevant talent pool through automated screening but still you may have a a big lot to sift through. Take help from team members.If you have a budget and have large number of positions to close in given timelines,you can consider RPO option or freelance recruiters and you can focus on more strategic work.