Need Qualified Candidates

The Need to Effectively Target Qualified Candidates Has Never Been Greater

According to published results from a recent Bullhorn study of 1,500 recruiters and hiring managers, 30% of recruiters say that their number one pet peeve is individuals applying for irrelevant jobs (positions they are clearly unqualified to hold). In fact, 43% stated that they would make the effort to “blacklist” such applicants, blocking their names from future resume searches.

This frustration represents the ongoing challenge that recruiters face in obtaining access to qualified candidates for the open positions that they are working to fill.

This study also listed these additional recruiter pet peeves:

  • -Over 20% of recruiters listed candidates who exaggerate their qualifications as a big no no
  • -15% stated they would not want to work with applicants who focused on salary over all other job factors
  • -13% listed candidates submitting unrealistic applications for positions well beyond their level of experience as a major waste of their time
  • -And, just over 10% of recruiters were turned off by candidates who call/email them more than once a week for status updates

“Some job candidates have no idea how their own behaviors can be a total turnoff to the recruiters who are trying to help them,” remarked Art Papas, founder and CEO of Bullhorn. “The findings of our survey will hopefully not only help job seekers get inside the heads of recruiters to be able to better position themselves, but also help make the job of a recruiter a lot easier.” Taking these negative factors into consideration, recruiters should strongly consider their sourcing decisions to limit these unqualified candidates and improve their quality of hire.

Although unemployment rates are dropping in most major metro areas, the recent JOLTS (Job Openings and Labor Turnover Survey) report from the Bureau of Labor Statistics showed there were 4 million job openings in the US at the end of January 2014.  This is up from 3.8 million openings in 2013, and indicates that recruiters are probably starting to see a lot more competition out there for quality job applicants. It also points to the reality that employers are not finding the qualified candidates that they seek, and are unwilling to make risky hires just to fill an open position.

It has also been projected, that on average, 9.4 people will apply for every open position in 2014, and roughly half (4.9) of those applicants will already be employed — 2.8 will be short term unemployed and 0.9 long-term unemployed.  Momentum in the marketplace is increasing and the war on talent is starting to gear up.

According to a survey by Right Management, a large number of previously passive job seekers are taking a more active role in 2014. With the improving economy, employees who were previously uncomfortable with the idea of making a job change are now ready to make that move.

These survey respondents also reported the following:

  • 83% admitted they would be looking for a new position in 2014
  • 12% plan to increas networking activity
  • Only 5% plan to remain in their current position

It is becoming increasingly important to have a clear understanding of where your job postings should be positioned in order to attract the most qualified applicants. By identifying the most optimal recruiting strategy for your company, you should be able to decrease the number of unqualified applicants, exaggerating candidates, and those well below the necessary and required level of experience.

Niche job boards, like those found on trade and professional association websites, are a proven resource in gaining access to qualified candidates. These candidates are experienced, dedicated and represented by a trusted resource within their industry.