Get Rid of the Resume Black Hole for Good

Get Rid of the Resume Black Hole for Good

The number one complaint when it comes to candidate experience.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.

In today’s conversation…

The number one fear candidates have is falling into the resume black hole. When you have a large number of resumes that go unreviewed your company may be missing out on a lot of great candidates for open reqs now and reqs in the future.

With “time” being the most valuable resource recruiters have, our panel discuss ways to keep your unreviewed rate low.

Listen in and find out if you can get rid of your company’s resume black hole.

Our Panelists…

Name & LinkedIn Profile Group Title Company
Courtney Lewis Recruiting Atlanta Regional Recruiter & HR Generalist Open To Work
Matthew Liptak TA Leaders Director, Talent Acquisition Aura
Chiara Hughes TA Leaders Head of Corporate and Technical Recruiting Carvana
Shawn Rackow TA Leaders Director, Global Talent Acquisition GoHealth

Some of the attendees…

Name & LinkedIn Profile Group Title Company
Kelly Esquivel Recruiting Chicago Sr. Recruiter Avtex Solutions, LLC
Lisa Wrezel Recruiting Chicago Talent Acquisition Lead Centric Consulting
Patrick Dillon Recruiting Chicago Manager, Corporate Recruiting and Talent (We're Hiring) Strive Consulting, LLC
Sarah Schaefer Recruiting Chicago Senior Recruiter Fresenius Kabi USA
Tricia Jones Recruiting Chicago Director Talent Acquisition Carle Health System
Claudia Castaneda Recruiting Chicago Sr Talent Advisor U.S. Cellular
Eli K. Recruiting Chicago Senior Talent Acquisition Partner Unknown
Cindy McWilliams Recruiting Chicago Talent Manager American College of Surgeons
Diane Karija Recruiting Chicago Senior Manager Talent Acquisition | Recruiter Fresenius Kabi USA
Rachel Meyer Recruiting Denver CEO Raystar Partners
Shelbi Davis Recruiting Denver Sr. Talent Advisor - Digital Services & Technology Charles Schwab
Tim Strandberg Recruiting Denver Senior Talent Acquisition Specialist Datavail
Vira Garcia Recruiting Houston Director of Recruiting vcfo
Dawn Knight Recruiting LA Corporate Recruiter Sit 'n Sleep
Lance Hunsicker Recruiting LA Executive Recruiter Parsons Corporation
Mike Crosby Recruiting LA Talent Acquisition Partner Age of Learning /
Sonia May Recruiting LA Manager, Talent Acquisition Regal Medical Group
Zachary Eggers Recruiting LA Talent Acquisition Partner AEG
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Charles Carbajo Recruiting LA Talent Acquisition Looking for Work
Denise Ward Recruiting Minneapolis Technical Recruiter Wunderlich-Malec Engineering
Becky Gramenz Recruiting Minneapolis Sr. Talent Acquisition Specialist Looking for Work
Ahna Thorstenson Recruiting NYC Recruiter Uber
Elaine Dewitt Recruiting Phoenix Contract Recruiter HonorHealth
Brandy Burrows Recruiting Phoenix Recruitment Operations Manager Medix Team
Rasheeda Grant Recruiting Seattle Recruiter Amazon
Kimberly Hardy Recruiting Seattle Recruiting Manager Amazon
Nicole McDaniel Recruiting.Work Talent Acquisition Partner 2 Huntington Ingalls Industries
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Kathy King TA Leaders Director of Talent Acquisition Confluent Health
Jason Crist TA Leaders Associate Director of Recruiting Revature
Jay Barrow TA Leaders Head of Talent Acquisition Southern States Cooperative
Javon Averett TA Leaders Director Of Recruiting United Community Supports of Maryland
Glenn Murani TA Leaders Director of Talent Acquisition Optima Global Solutions
Diane Mariuzza TA Leaders VP, Senior Recruiter SitusAMC
Cecilia Peralta TA Leaders Director Talent Acquisition MERGE World
Malia Jorgensen TA Leaders Director of Talent Acquisition Nortal US
Brooke Wheeler TA Leaders Director Talent Acquisition MerchantE
Cara Kuhn TA Leaders Director of Talent Acquisition Wesley Enhanced Living

We asked our attendees, “Do you have a way that you keep your ATS from becoming a black hole?”

Here are their answers:

  • All candidates get a message on status of their application as the interviews progress.
  • all recruiters review their assigned reqs and decline candidates
  • Automation
  • Autoreply upon application managing expectations - u will only hear back once interested, or when req closed, another autoreply
  • Build out email/text templates; engage from the start with a thank you for applying email and a followup or decline notification
  • close it to new applications once you've determined you have enough applicants or you have found your person
  • Constant auditing
  • Dedicate the time to review each resume; hold people accountable for keeping the ATS up-to-date
  • Disposition candidates immediately if they are not qualified.
  • Follow up
  • Grouping in Buckets.
  • Just try to stay on top of resume review.
  • looking for tips
  • Manage the reqs and review candidates on a regular basis
  • Monthly audits of sampling of candidate files
  • Move every candidate thru the process - never leave an applicant without a reply
  • ongoing battle!
  • Perhaps
  • Reviewing all of them and creating candidate pools for yourself.
  • Send Correspondence to each applicant before a position is fully closed
  • set a calendar reminder to go through it regularly
  • Tag strong candidates according to discipline
  • Vetting through weekly
  • Weekly clean up
  • Yes, we have eliminated knock-out questions. It is important to review all applicants that formally apply.

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