Tips for Recruiting Departments Overwhelmed with Job Applicants in this Market

The Internet is both a blessing and a curse for recruiting departments. Technology was supposed to make all of our jobs easier. However, it also makes it easier for job seekers to fire off lots of résumés to job postings for which they may not be remotely qualified. Most job seekers don’t realize the effort recruiters make to screen and qualify applicants. Many a job seeker may realize that he does not qualify for the position, but will submit a résumé anyway with the goal of “getting a foot in the door” with the company.

Many companies try their best to respond to both e-mails and phone calls from applicants. However, this puts a real strain on limited resources and does not permit recruiters to focus on filling open positions.
Here are some suggestions to help alleviate the pressure on your recruiters and still maintain courteous relations with your applicant base:

  • Drive as much applicant traffic to your company’s career site as possible to force applicants to apply online. Make sure that the online applicant submissions via your career site go right into an applicant tracking system (ATS). It should permit your company to send out an automated response letter in which you can thank the applicant for the response and let them know that they will be contacted only if there is interest from your company. Mention this in the automated response letter: Please, no phone calls.
  • With any online or newspaper ads that your company runs, make sure to drive the traffic to an online site that will automatically go into your ATS.
  • Don’t place phone numbers for any of your recruiters in any ads.
  • Try running more blind ads for your open positions. This will permit you to answer only those applicants in whom there is interest.
  • Consider using a third-party firm to be your first line of screening. For example, have this firm run all your ads and pass on only the names of applicants who truly are qualified. This should cut down on your applicant traffic directly to your company.

About Mike Sweeny

Founder and Principal of MAS Recruiting.

Mike Sweeny

MAS Recruiting focuses on:

  • Retained Executive Search Recruiting
  • Retained Search Recruiting (below Executive level)

As a Philadelphia area based boutique retained recruiting search firm, MAS Recruiting offers clients a strong level of nationwide recruiting expertise and an unprecedented level of service not received from larger retained recruiting firms.

MAS Recruiting recruits at all levels in the organization; from C-level on down to individual contributor level.

Our areas of expertise include:

Advanced Materials
Recruiting for clients who develop advanced materials in the area of inorganic optoelectronics, transparent conductive electrodes, nanotechnology, nanomaterials (nanowires, nanotubes, nanocomposites), conductive coatings, polymers, biofilms, organic/synthetic chemistry, OLEDs

Recruiting for clients in green energy such as solar energy, wind energy, ocean wave energy, power systems, smartgrid, battery technology, algae-to-biofuel

Financial Services/Payments
Recruiting for clients who develop platforms for online billing and payment services (EBPP/EIPP) as well as mobile banking and payments

Recruiting for companies who develop business process software, communications software, network software, healthcare software, mobility software, telecom software

Recruiting for companies who develop technology in cable, communications, imaging, media, RF/RFID, robotics, security, VOIP, wireless, semiconductors

Recruiting for companies who develop web-based software platforms used in recruiting, online videos, social media, e-retailing, e-commerce

Recruiting, Recruiting Articles


  1. Mike: All great points. Another way to filter is to be very clear of the basic or minimum requirements and stress only qualified candidates will be considered. Also set up the ATS with filter questions on these requirements to automatically DQ (disqualify) them if they are clearly not qualified.
    Al Yannelli,
    ORS Partners

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