The labour market across the world has seen a widespread upheaval since the pandemic hit us earlier this year. Whether you were made redundant from your job, your hours decreased, or your workload increased, the pandemic has impacted you in some way. 

The numbers of available candidates spiked as widespread redundancies started at the peak of the pandemic. The Recruitment industry has seen a massive increase in job applications. As an example, a brewery in Leeds, United Kingdom, received 1,000 interested applicants for one packing vacancy. Hence, the Recruitment team at GCS Malta have prepared a few tips to help employers with the overwhelming increase in applications. 

Clearly outline your expectations in the job description.

Job descriptions need to outline the duties and requirements of the vacant role clearly. Start by updating outdated descriptions and include specific details rather than desired requirements. Ask candidates to include examples of how they achieved similar outputs when applying. These will narrow down the applicants. Further, Suzanne Hurndall, relationship director at HR Inspire, suggests introducing scoring to candidates against the requirements outlined. It will eliminate time wasted on applicants who do not fit the role. And finally, maintaining a humane approach to the process, especially in these times will lower the blow for non-successful applicants. 

Be prepared and automate where possible.

The recruitment market is heavily candidate-driven now, and organisations advertising a new role should prepare themselves for a high volume of applications. It is advised that if the organisation handles all recruitment, enough internal resources are dedicated to managing the process efficiently. 

Automating part of your process will aid in the time consuming and lengthy procedure. Automated response and tracking software use algorithms to review and evaluate applications. By using keyword identifying tools, you can automatically weed candidates out who don’t meet your essential criteria. These will result in saving time to focus on the shortlisted applicants. 

Close the vacancy early id necessary.

If an overflow of applications is received, close the vacancy early. However, it should only take place after CVs are reviewed, the desired level of quality is met or if the volume of applicants is too high to handle. It is neither fair on the hiring manager nor the applicants if there isn’t enough time to manage each application in the right manner. 

Acknowledge each applicant.

High applicant levels is not an excuse for poor practice. Getting back to applicants is a common courtesy that should be afforded. Responses can be automated; however, the human element should also be taken into account. Keep in mind that behind the CV is a human being who most likely spent the time to respond to your job advert. A lack of response can have an undesired effect on your company’s employer brand. 

Why GCS Malta?

GCS Recruitment Malta can assist you in finding the opportunity that you’re looking for or help you sustain your growth in business by finding excellent and suitable candidates for the opportunities you’re offering! We can offer quick and cost-effective company recruitment services to various entities at very high-quality levels. Feel free to contact us today on +356 20161010 or send us an email on info@maltacareers.com.