Screening Applicants – or, How to Find the Needle in Your Haystack

According to Wikipedia, a needle in a haystack is “a figure of speech used to refer to something that is difficult to locate in a much larger space.” Or, put another way, “to search for something that is impossible or extremely difficult to find, especially because the area you have to search is too large”.

If you work in recruitment, either as recruiter or an HR specialist, you know how this feels. It’s what you experience every time you post a new vacancy and in response receive dozens (or perhaps hundreds) of applications. Your job then is to find “the needle in the haystack” – the applicant(s) worthy of the open position, and qualified for round two of your recruitment process.

Screening Applicants

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Prepare for every eventuality with a dip in the Talent Pool!

Now that the “Welcome” blog has been posted and the purpose of this blog is clear, let’s jump right into our first topic: “talent pools”. And let’s start with the most basic question: “What is a talent pool?” A talent pool is a pool consisting of unsolicited applications, and/or applicants whose applications were processed for a prior job opening, but were not hired. You can opt to make your talent pool visible on your company’s homepage, or keep it confidential for internal use only. The first route is recommended if you’re part of an organization that’s growing rapidly and/or frequently hires specialists on a project-by-project basis, whereas the second scenario is advisable for small companies, companies whose business is specialized to the point where the candidate pool is so exclusive that it’s best addressed internally, and the CIA :-). But regardless of which category your firm falls into, talent pools are very important recruiting tools. In fact, companies that don’t have a talent pool in place to cover their future talent needs find themselves exposed to everything from minor disruptions to major disasters when key employees leave.

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