Why Job Postings get you the Worst Candidates
April 27, 2020
We like to say posting a job on the open web is equivalent to ‘post and pray’. In short, you post a job and hope and pray that someone with the
right experience and aptitude applies to your role amongst the hundreds of thousands of competing jobs posted at any given time. Yet most companies continue to post jobs and spend valuable time and resources reviewing inbound resumes with little ROI.
No Barrier to Entry
Anyone can apply for any job, there are no restrictions as a job seeker. To add fuel to the fire, most job boards make it very easy to rapid-fire your resume and apply to multiple jobs at once with a click of a button. Most resumes received for a specific job posting are either not qualified or completely irrelevant to the job. On average, most job postings receive between 100 - 250 resumes, and very few, if any are selected to enter the interview process.
Under 25% of the Skilled Workforce
Apply to Jobs
Less than a quarter of the skilled workforce globally will apply to a job posting. The more than 75% remaining are passive talent, meaning they will never apply to a job posting to land their next opportunity. Companies are missing out on ¾ of the workforce when reviewing inbound resumes.
Resumes are Written to Match a Job Posting
Most candidates will customize and draft a resume specific to a job posting to increase the probability of making it through the initial screening stage, which is often a misrepresentation of a candidate’s work experience and skillset.
Not-so Fun Fact - some resumes include matching keywords printed in white ink to elude ATS filtering mechanisms and get through to the ‘Yes’ pile, only to get turned down further along in the interview process when the candidate can’t speak intelligently to the lack of experience. Huge time waste to the employer.
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