How does your HR department handle the deluge of job applications? And how does that affect you as a hiring manager?
I just chatted online with someone currently hiring for a mid-level software engineer who received more than 2,000 applications. That’s ridiculous. So (inspired by actual events), I’m writing a...
I just chatted online with someone currently hiring for a mid-level software engineer who received more than 2,000 applications. That’s ridiculous.
So (inspired by actual events), I’m writing a freelanced article, "Upending the hiring process for technical talent.” Although the topic applies to any job search situation, the story is tuned to software developers and other tech fields, and I expect both remote work and AI to be primary factors.
Getting thousands of applications is nuts for both the company and the applicants. My question is, "What — if anything — can be done to make the process more sane for everybody?"
I would love input from the wise people on Tildes. (Formal attribution is not required, but context is helpful for verisimilitude: "...says one program lead from a midwest insurance firm.") I know you have opinions. However, the HIVE MIND responses I care about should come from people who have been affected by this change – primarily HR professionals and tech industry hiring managers. My short (?) list of questions:
• How many job applications do you typically get today for a technical position such as a software engineer? How has that number changed?
• Are there differences in the applications? I’m open to anything from “remote work expanded the number of people who want to work here” to “They are impersonal and seem AI-generated” to… well, what? Tell me.
• How do you triage the applications (no / maybe / worth talking to)? How long does it take? For HR, what percentage of the applications are provided to the hiring managers? For hiring managers, how does that percentage make you feel?
• How have you changed job listings? For instance, are you asking for more information in the application process or including more detail in the job req? Are you employing tools that claim to sort responses? Are you offering salary transparency so that nobody wastes time when the numbers don’t align?
• What changes have you implemented in the job process? (Turning more to recruiters, for instance? Relying more on employee referrals?)
• Is “return to office” an issue here? (I would imagine that “local candidates only” would reduce the number of applications, but I don’t want to assume too much about any HR connection.)
• Regardless of what your company IS doing to deal with the job application deluge, what — if anything — do you think COULD be done to make the process more sane for everybody? What would you do if you could wave a magic wand to address the problem?