As you know, the year 2020 was the worst, economically. We mean, so many people Singaporeans lost their jobs, as companies were struggling to remain afloat. But recently, HR managers have been receiving countless applications every time they advertise positions. Of course, with the figures of unemployment at an all-time high, where both the experienced and the newly qualified professionals all seeking job opportunities, no wonder this rise in job applications is being experienced. But now the main question begs, how do the recruiting professionals approach generating a shortlist from these many applicants? Well, let’s take a look;

Be clear on what you are looking for from the candidates – often times you will find a job advert that is general in nature, and one that every job seeker out there thinks he or she can apply. If you do that, of course, you will end with thousands of applications. So, you have to be specific in your job description. Both in terms of the language, the specific skills, and qualifications, as well as the experience for the role you are hiring for. By doing this, only the candidates with those skills and qualifications will apply. Also, ensure that your recruitment team is also aware of the specific skills they will be looking for in the recruitment process.

Stay on top of incoming CVs – the biggest mistake many recruiters make is to wait until the closing date of sending the applications, or even beyond, to start reviewing the CVs. Well, don’t do this, as it will only make the entire process long and more time-consuming. So, consider reviewing the CVs as they are being received. This way, you will be able to send responses to the unsuccessful candidates, instead of them waiting for long. This also means that the interview process can start sooner, which also means that you will be able to complete the process in time, or even earlier.

Set up a clear screening process – you also need to set out the exact wants and needs you have for the candidates you would like to shortlist. It is always expected that the candidate will list all his or her skills and experiences on their CV, right? So, if you don’t see this information on the CV, you shouldn’t even spend more time on that CV. This information should be super clear from the application. Also, you can pick the best applicants and probably rank them out of ten, so that you can pick from a pool of the best candidates and invite them for an interview. The screening process should be organized and structured in a way that helps you meet only meet the best for the interviews.

Advertise the position for a certain amount of time – you have to set out a clear closing date and ensure that you keep to it. When you advertise for less time, you will certainly receive a minimal number of applications. We understand that it’s a little tempting to leave the job advert open until you find the right candidate. But the truth is, having a deadline allows for efficient, concise search, which ultimately, results in a smoother and faster recruitment process.

Use a recruitment agency – lastly, if you don’t want to do all this work, you can always hire a recruitment agency to help you. With such an agency, you will be free from all the time-consuming tasks such as advertising the position, screening as well as shortlisting, not to mention the interviews.