The hidden treasure of spontaneous applications
The Internet is a peerless asset – for big companies as well as small enterprises – not just to become known to the public, to keep in touch with established customers and appeal new ones, but also to attract and recruit new human resources with a potentially interesting profile.
Although recruitment websites, Linkedin and word of mouth are the most common ways of approaching to an open position, a corporate website can still play a key role for both the candidates and the company itself, and being more effective the more it is kept neat and updated.
Anyway, there is a substantial difference between the two types of communication channel we may find on a company’s website, i.e. job adverts and spontaneous applications. Obviously, the former are related to specific positions, and include details about the domain of work, tasks and requirements, while the latter are a generic way for candidates to declare their availability towards the company, and submit their CVs.
This can be, though, a double-edged sword, for both the parts involved. From the candidate’s point of view, a spontaneous application let him show an interest to the company and have a first contact with it, with no need to wait for a specific position to open. On the other side, that is a quite fleeting contact, since his application may be one amongst hundreds, and come to the company when this is not seeking personnel (in many cases the application receives no positive or negative reply at all, especially if the company does not have a dedicated HR office). Also, applying may take some time in the case of those sites which require to fill a long, detailed form with the candidates’ details, instead of asking for a faster upload of their CVs. In the company’s perspective, instead, the spontaneous application system might precisely bring a great number of resumes which are unrequired or not matching its needs.
On the other hand, still, among those may lie an high-profile CV from a truly interested and motivated candidate, suitable for a company’s vacancy or for a position that is to be opened soon (and for which a specific advert has not been posted yet). The obvious consequence, therefore, is that the match between a company and the perfect candidate risks to occur by chance, depending on how the two counterparts “accidentally” meet halfway.
This is one of the points that make an effective management of CVs by recruiters necessary and needful, not only for the company, but – as a consequence – also for those candidates who would have the right features to work with it. The ability to search swiftly in a great number of applications let the headhunter pick out the best profiles for a certain position, and gives candidates the chance to receive a faster reply.
In this sense, the integration of semantics can be a valuable asset in the recruiting process, as software based on language analysis enable recruiters to search among a great number of applications, setting the best keywords from time to time, with no need to open and read out every CV, or to post ads and reset profiles everytime a new vacancy should come up.
An adequate software, thus, can considerably enhance the efficiency of recruiters’ work, and make sure that the most valuable profiles do not remain an hidden treasure in the ocean of spontaneous applications.