poor quality applicants

How to reduce the amount of poor quality applicants

  • It can be frustrating when you’ve publicised a new vacancy only to be met with the CV’s of poor quality applicants. Not only is it a huge drain on your already limited time to sift through the CV’s of unsuitable candidates, but then there’s also the expense of placing the advert to consider too.

  • It might be easy to assume that there’s simply no good candidates out there and that’s what explains the amount of poor quality applicants you’ve received for the position.
  • Fortunately, this isn’t the case. The star quality individuals you’re searching for are out there and it’s simply a matter of knowing where and how to engage them to significantly increase your chances of finding the perfect fit for your role.
  • Here’s my top tips on how to reduce responses to your advert from poor quality applicants and tap into the talent that’s still out there.

    Know your channels
    If you’ve been getting a pile of unsuitable CV’s landing on your desk, it could be likely that your putting your vacancy out in the wrong places.

  • Think about the type of person you’re trying to attract and the role. Is it a technical or specialist role? Then maybe an advert in the local rag won’t bring you much success. Consider channels such as specialist groups on LinkedIn, industry specific magazines and websites or specialist recruitment agencies that deal exclusively with the roles your looking to fill.

    Revisit your advert
    Once you know you’ve got the right channels, take a look at your advert again to see if it lacks the wow factor. If you’re looking for good quality candidates, then chances are so are your competitors so you need to make it clear in your job advert why your company has so much more to offer.

  • Make use of any perks or benefits that are available as part of the role and ensure that the salary is competitive.

    Upgrade your job spec
    Next, revisit your job spec. If you’ve not given enough details on the responsibilities of the role and the experience necessary to be successful, this could be the reason why your receiving CV’s from poor quality applicants or people who don’t have the right skills.

  • Go into as much detail as possible so you give the candidate the opportunity to match their qualifications, skills and experience gained from previous roles with the specifications of the role.

    For more information on how to reduce the number of poor quality applicants the next time you recruit, talk to the team at Appointments today for free and impartial advice on 01782 338787 or email office@appointmentspersonnel.co.uk

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Emma Bonfiglio

About the author, Emma Bonfiglio

Managing Director at Appointments, Emma has spent 15 years building up a stellar reputation for commercial recruitment excellence across a variety of industries and sectors. There’s no staffing challenge Emma hasn’t encountered and her insight into the recruitment landscape has assisted countless clients achieve their goals over the years.


Specialising in the legislative and procedural side of business operations and through her extensive knowledge and continual training, Emma has a wealth of legal and contractual recruitment knowledge to help advise and support organisations of any size and in any industry.