In the current marketplace, employers often decide to “do it themselves”, this will often be viewed as a more cost-effective solution and where time is considered will often work out not to be the case. The following statistics are based upon our findings over a 7 month period and fall into 5 categories.
- Unsuitable – Applicants that are not suited to our vacancies.
- Maybe suitable – Applicants unsuited to the vacancy that may be reconsidered in future.
- Shortlisted – Applicants that were considered suitable and are intended for a phone call.
- Progressed – Applicants that have taken a call, are suitable and moved to the next stage.
- Job Offered – Applicants that were offered the position they applied for.
49% of all applicants being unsuitable suggests that there is a lot of CV screening required to ensure that time is not being wasted for either the employer or candidates. From the applicant perspective, this means that there is a need to take time to ensure the relevance of an application.
37% of applicants have an application that falls into the category whereby a few things may have happened. One option is that the application may have been bested by others that have applied and ultimately it was unlucky, perhaps with a little more tailoring it could have made it through. The application may have just not been right for that vacancy, but the silver lining is that there would be relevance to roles we expect to see in the future and as such it would be looked at the next time such a job comes about. With adverts often being posted into different locations, in some instances, this may just be a duplicate response whereby the individual has applied to the same role 2 or more times.
14% of the applications are shortlisted, but with only 30% of those (4% of the total) making it through to the next stage, there are commonly a lot of voicemails being left of people that don’t come back to their application or people that on further exploration just weren’t suitable.
0.5% of your applicants will be likely to be successful in securing the job which is 13% of those that were progressed.
An additional statistic to consider is that 18% of the applicants that you get to interview stage may not actually go ahead with their interview at all. This could be after a first stage interview and decided it isn’t for them or find another job in the process of looking at this one.
One more statistic worth consideration and one that we see from our own placements are that 47% of all of our successful applicants have come from other sources which are inclusive of direct sourcing and referrals.
What these statistics bring about is two different conclusions, from an employer perspective, there is no right or wrong answer as to if it is better to “do it yourself”, it all comes down to an understanding of the delivery that will be required to get the results that you need.
From an applicant perspective, there needs to be consideration of the relevance of your application versus the advert you are looking at, blanketing applications will not help your case, it is better to be considered in your approach and focus on your demonstratable skill-set.
All statistics used in this study are taken from LDRC’s factual figures over a 7 month period and include a mixture of high and low volume recruitment campaigns. LDRC is able to provide factually accurate statistics as a result of a core commitment of ours which is to make sure that all candidates are informed as to their application. We know that a common frustration from applicants is that they “never hear anything” and as such, we work to ensure that everyone’s advert is acknowledged regardless of if the applicants are successful or not.
Contributor: Tristan Law