Every recruiter desires a good response to their adverts but what would you do if you received 3399 applications for one job? Grab some coffee and pro plus and have a sift through, laugh, or maybe youíd cry!
This scenario was reality for one Broadbean user last year and this phenomenal response to a graduate position is top of Broadbeanís list of the top 20 most sought after jobs of 2008.
Posted in June, this Dublin-based marketing position was open to ìrecentî grads and attracted an enormous amount of applications despite not specifying a salary.
A job in recruitment, an Advertising Trainee and an 8 per hour Sales Assistant role were among the most applied for jobs of 2008 in addition to a Java Developer, Receptionists and Sales Assistants for Londonís brand spanking new Westfield centre.
To put salary or not to put salary
Unfortunately, Broadbean hasnít quite solved the age old question of whether itís beneficial to advertise a salary or not. Although 90% of the top jobs did include details of a wage, advert number one did not specify a salary; instead it used the weight of its world-renowned name as a great employer to attract over 3000 applications.
In addition to advertising a salary, 35% of the jobs in the ranking advertised benefits including commission and a ìuniform allowanceî.
Dealing with a mammoth response
According to data extracted from Broadbeanís AdCourier, the average response is a manageable 11 applications per advert which varies between industries, although applications are generally above average for Admin, IT and Customer Service roles.
Broadbean has seen responses rise by five applications per advert since the beginning of 2008 and its new product, AdCourier V4, has been developed to manage this.
In addition to a flagging system that allows recruiters to mark candidates according to suitability and send a bulk email, a ìhotlistî function has been added so that consultants can group similar candidates together in an easily accessible folder for future vacancies.
Many of the functions incorporated in Broadbeanís pioneering new product have come from client feedback and capabilities possessed by V4 have been created to address these.
Luke Hopkins, Technical Director at Broadbean comments,
ìWe strongly advise our clients to do everything they can to make their adverts candidate friendly. Basic good practice like detail and accurately written copy will help target suitable candidates and discourage unsuitable applications.
One of the biggest gripes from recruiters is the irritating and time consuming issue of irrelevant response but itís important to remember that Mr/s Right may not be Mr/s Right now; they could be perfect for another role in the near future.
The new V4 reporting has improved the way that people can manage their data which should streamline where they are adverting and who they targeting. Match this with V4ís sophisticated candidate management solution and recruiters will get the right candidates at the right time.î
Top of the jobs - 2008
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