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“Persuade fewer people to apply” – one of the lesser-known secrets of efficient hiring



Most recruiting managers pay great attention to “the funnel,” The pool of people who click on the job posting and register interest become applicants, are interviewed, and ultimately are offered jobs. While the employment market may be tight, and every hiring manager may complain about difficulty finding qualified individuals, most jobs still get many applicants.


Most companies target putting more and more candidates in the funnel in their endeavour to hire better candidates faster. The company generally does this by reaching out to candidates through job posts on their websites, social media, or recruitment partners. However, collecting many applicants in a wide funnel means that many of them won’t fit the job or the company, and recruiters need to weed them out.


One of the ways to avoid this and ensure non-serious candidates do not fill up your funnel or abandon the recruitment process mid-way is to “scare away” non-serious candidates right at the top of the recruitment funnel. Google does it through gamification, where employees get a taste of what it would be like to work at Google by playing a game. Another example is the My Marriott Hotel game which introduces players to working at the hotel and nudges them to the recruiting site if they score well in the game.


So, it makes sense to do a counter-intuitive thing: Focus on a smaller but better-qualified applicant pool to improve efficiency. Every applicant you screen costs you money, and it makes sense to let your recruiters work on a smaller pool already qualified to be best suitable for your requirements.


SmartList helps you in weeding our non-serious candidates very effectively. When you put a well-designed and comprehensive assessment right at the beginning of the recruitment process, most of your non-serious candidates take the easy way out. We see a 50-60% completion rate across our entire platform. This means that 40% of candidates started the assessment but did not complete the assessment. That would be 40% lesser candidates for the HR manager to screen and approve or reject for the next stage.


The added advantage is that 60% of candidates who complete the assessment get listed as per their scores on the platform. HR managers can start working from the top of the list and find suitable candidates faster. A chat with a couple of SmartList users validated this. They confirmed that pre-recruitment assessment generally works in weeding out non-serious candidates.


If your recruiters also face the problem of large candidate application pools but low closing rates, get in touch with us to include SmartList in your recruitment process.

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