Advertising for a new role is exciting, but it can come with a sense of dread as you  prepare for the surge of applications. Here are some tips on how to work your way through these applications effectively and efficiently. 

The flipside of today's increasingly simple and automated job application process is that HR professionals now receive more applications than ever. High volumes of applications can be a burden, so it’s important to consider the best application process before the role is made public and the applications flood in.

Here are three approaches that can streamline the process and result in higher quality shortlists.

Application form
Serial job hunters can be weeded out by the customisation of the job application process, requesting specific information from the applicant that is pertinent to how they might fit the role.

An application form takes more time to set up, but it also takes more effort for a candidate to fill out. This can save large amounts of time once applications begin to roll in. It is far more likely that a candidate with the right skills and experience will take the time to apply.

Blind CVs
What is a blind CV? It’s a CV, or application form, that intentionally leaves out particular types of information that have been proven to create bias.

For example, in the UK, prompted by the fact that top positions in politics, law and the media are dominated by graduates from Oxford and Cambridge Universities, one top law firm brought in a blind CV policy where university information was withheld from interviewers. That firm now attracts 33% more applicants from other universities, improving their diversity levels.

Work with recruitment agencies
It is possible to exploit a recruitment agency’s expert knowledge of the recruitment marketplace on a consultancy basis, with the goal of helping manage a specific hire, road testing your employer brand or discovering ways to make your own processes more efficient.

Great agencies can use their expertise to help measure the success of your employer value proposition and of your existing recruitment practices by not only ensuring that candidates meet the business’ expectations, but that the business meets candidates’ expectations.

Beyond the traditional role of finding candidates, recruitment agencies can also promote employer brand by managing candidate care during the application – including correspondence, interview, rejection and the ultimate hire.

Find out more about how a Randstad recruitment consultant can help you through every step of the hiring process.