When recruiting in high volumes, it should go without saying that providing a great candidate experience should continue to lie at the heart of any recruiting process.
Well thought out and robust processes, combined with cutting edge applicant tracking systems, and a great team of recruiters are designed around this principle and they can, and do, deliver personalized, timely and engaging candidate communications.
In the interest of keeping candidates well informed, we are seeing more examples of organisations sharing how many applications have been made.
But is sharing this information alone putting off your 'superstar' who might be number 15 in the queue?
Educating job seekers to make informed decisions about whether to apply is about much more than knowing the number of applicants. This information should not be an indicator that they are about to fall into a black hole and displaying this information alone may result in the wrong hire or no hires at all.
Let's tell candidates that may not be No 1 in the queue but they could be your No 1 hire.
Knowing how many people have already applied for a job is incredibly valuable intel for candidates who understand what this data is telling them. It provides a clear indication of the likelihood that a candidate will get called back or if they will find themselves lost into the ever-present black hole. It separates out the concept of “applying” for a job from a chance at “getting hired” for a job. Candidates don’t want to apply to hundreds of jobs to just get forgotten. They want to apply to a few they really want and get selected.
https://www.ere.net/the-hidden-cost-of-too-many-job-applicants/
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