Carter Bradley

One of the largest challenges for Heads of TA and UR right now is application volumes. Or, more specifically, a challenge of finding the right candidate. 

Here is what I’m hearing:

• The rise of auto-apply has driven up volumes; now, a candidate can easily apply to as many jobs as they want, with the click of a button. 
• And, AI is making applications look more similar; candidates are putting their resumes through ChatGPT, using AI for take-home assessments and cover letters. 
• But, many application filters are prohibited; recruiting teams are discouraged from using AI for anything assessments- related due to bias and legal concerns. 

The effect? Many companies are dealing with record application volumes with fewer means by which to filter. Finding and choosing the right candidate is proving difficult. 

Companies are experimenting with a number of new tactics to deal with the influx. I’m happy to share the range if you’re interested. But, I thought I’d highlight one I found especially interesting:

Using Engagement as a Proxy for Interest. Did the candidate stay for a full event? Have they gotten on the phone with employees of yours? Did they ask questions on the take-home assignment?

Historically, an application indicated interest. Now, the mere act of applying doesn’t carry that weight. Instead, some organizations have used adjacent engagement measures like those above to score candidates on their interest. 

This adds an extra step pre-interview. But, ideally, sends only those proactively interested in the company to an interview.