Chances are, nearly 80% of your applicants are the wrong applicants and the quicker you eliminate them the better.

After reviewing 1,898 job board applications (from SEEK) for automotive roles we found there’s only, on average 18% of candidates that are suitable, qualified and interested in the role and your company.

With job board ads generating hundreds of responses, the work of recruitment is growing exponentially meaning hiring teams must find ways of reducing the number but increasing the quality of candidates.

RemiPeople has partnered with automotive dealerships to transform the manual volume hiring process.

The effect is a dramatic reduction the number of candidates screened whilst at the same time increasing the quality of candidates.

Using the automated recruitment tool, RemiPeople you can start implementing these steps immediately.

Then enjoy the relief as your candidate pool magically starts to whittle down into numbers that are far more manageable.

In three steps, here’s how you can quickly eliminate the almost 80% of low potential candidates to focus your efforts on high potential candidates.


1. Provide The Opportunity For Candidates To De-Select Or Self-Select Out Of The Process

Guiding candidates towards self-selection is crucial because job boards make it too easy for a candidate to broadly market themselves without any consideration as to whether they’re interested or qualified.

One way to achieve this is by asking candidates via a job ad eg SEEK to click on a link leading them to an online assessment, generated in RemiPeople.

We’ve found that on average slightly less than half (46%) of candidates won’t do this.

In effect they have de-selected themselves from the recruitment process. What’s more this has required no manual interaction with the company.

Curious and a little concerned we investigated further.

SEEK applicants who didn’t complete the online assessment were contacted by phone and asked for their feedback.

I was busy at the time and thought I won’t bother. I guess if I really wanted the role and wanted to work at a business I would. – SEEK applicant for a Car Sales role.

Not the attitude your company is looking to hire.

Far better to have hiring teams focus their efforts on higher-quality and more passionate, enthusiastic candidates

2. Provide Realistic Job Previews

If candidates understand more about the role and the company it follows that they can make a better assessment about how well they think they’ll fit in.

The problem is that candidates frequently rely only on the limited information contained in a job ad.

Timed when candidates apply for a role, RemiPeople provides them the information they need to decide if it’s the right role and company for them.

Candidates are provided with a company overview including it’s values, culture and purpose along with employee benefits. It also provides a detailed overview about the role.

In other words it sets expectations.

Using RemiPeople we’ve found that around 10% of candidates start the online assessment process but abort when they realise this role or company isn’t the match they are looking for.

Your business benefits by not only avoiding costly hiring mistakes but you also avoid having to interview candidates who decide later in the recruitment process that the role is in fact not right for them.

3. Create Online Assessments To Automatically Eliminate Non-Qualified Candidates

RemiPeople helps hiring teams develop online assessments, asking interested applicants if they meet the minimum role requirements.

Despite job ads and job descriptions stipulating role criteria we still find that on average 26% of interested candidates do not meet these stated requirements.

Such requirements can go further than simply including the years of experience, and relevant qualifications but also job knowledge questions considered essential for the role.

Here are some examples, for Reception/Administration roles,

Q. You have two very important deadlines to meet by the end of your working day. However it is becoming clear in your final two hours of working that you are in danger of missing both deadlines. Select your LEAST preferred response:

  1. Work out what’s left to do and then prioritise the critical tasks for the time remaining
  2. Focus on still doing a quality job even if you must miss a deadline
  3. Speed up your remaining tasks so that you will still be able to meet both deadlines
  4. Aim to achieve one deadline and to renegotiate the delivery date for the other

Q. Your company has 200 employees. You have received 180 responses to the company’s employee satisfaction surveys. What percent of the workforce participated in the survey?

  1. 10%
  2. Only 20 people didn’t respond
  3. 90%
  4. Most people did respond

RemiPeople automatically score these results into a leader board delineating those who did and didn’t meet the minimum or essential role criteria.

By applying these the simple steps you can remove the wrong 80% of your candidate pool for all the right reasons.

Did you notice that this was achieved without even reviewing one resume?

Not only is this a time saver it’s helping you find the ‘needle in the haystack’. Those high quality candidates that resumes can’t help us find.

Resumes Were Hidden During The Screening Process, For Good Reason.

Hiring teams are negatively influenced or biased by a candidates gender, race, perceived age and the work experience of a candidate.

The very information we concern ourselves with when reviewing a resume.

The problem is that these variables are all poor indicators of how capable a person is to do the role. Worse still we don’t even realise these biases – they’re unconscious.

Through RemiPeople we’re able to allocate candidates a unique identifier and temporarily hide their personal details and resume.

So, without bias, candidates can be objectively assessed based on their ability to meet essential role requirements.

After successfully eliminating over 80% of candidates from the pool, hiring teams can next deploy RemiPeople to help them objectively assess how capable they are to perform the role.

Next read our follow-on article about how to screen candidates to assess their capability to perform the role.

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