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How to Review A High Volume of Resumes Efficiently AND Fairly
Introduction
In today’s job market, job postings regularly receive hundreds of applications within days. Sometimes, the resumes come rolling in within moments of clicking ‘publish.’ As people-centered talent experts with a combined ~20+ years of experience in recruiting for highly-coveted roles, we’re all too familiar with the “down side” of having lots of people interested in working at your company: the overwhelm of reviewing hundreds if not thousands of applications. The great news is that you’ve found us (shout out to ~the algorithm ~). At poe., we’ve developed a proven strategy to help you manage high-volume resume review with legendary efficiency while maintaining fairness and equity in your hiring process.
The Challenge
We know what you’re wondering. “With 400+ applications landing in my inbox or ATS within 48 hours, how can I possibly review each one thoroughly?” We all know that the pressure to fill roles quickly can lead to rushed and biased decision-making in hiring—outcomes we never want. More great news:there are ways to streamline this process without sacrificing fairness. We got you.
Step 1: Use Application Questions Instead of Cover Letters
Focus on Key Tasks: Instead of requiring a cover letter, we recommend that you use application questions that focus on a key task or performance measure of the role. Doing so allows candidates to share specific examples of how they have successfully completed similar tasks in the past. That’s a win-win: relieving pressure on candidates to write cover letters that (however creative or beautifully written!) may not even provide helpful information while also freeing up your precious time to focus on what’s relevant to the role.
Example Question: "Describe a time when you led a project that required coordination across multiple teams. What was your approach and what were the results?"
Step 2: Establish Clear Criteria
Develop Universal Criteria: Create a set of criteria for mid-level managers that can be applied across applications. Focus on key qualifications and experience that are essential for the role, and don't exceed 5 criteria. Otherwise, you risk losing focus and it will prove difficult to maintain consistency whenevaluating a high volume of applicants.
Example Criteria: Leadership experience, relevant industry skills, and 1-2 critical values from your organization that help evaluate potential cultural alignment.
Step 3: Establish a Structured and Fair Evaluation Process
Initial Screening: Use your criteria to efficiently filter out applications that don’t meet the basic requirements of the role. This can be done manually or with the help of external recruiters.
Consistent Interviews: Conduct structured interviews using standardized questions and evaluation rubrics to ensure every candidate undergoes the same structured process and is assessed fairly. Consistent interview questions mean that each candidate is afforded the opportunity to share information around questions that are tied to specific criteria for the role. Conducting consistent interviews facilitates your ability to directly compare candidates’ answers.
Step 4: Training and Continuous Improvement
Bias Training: Regularly train your hiring managers and interviewers on unconscious bias and inclusive hiring practices.
Feedback Loop: Continuously gather feedback on your hiring process and make improvements to enhance fairness and efficiency.
Step 5: Partner with External Experts
Collaborate with poe.: Partnering with external recruiting experts who specialize in designing and running human-centered hiring processes can help you manage a seemingly impossibly high volume of applications without sacrificing equity.. Our inbox is always open should you want to explore partnering with us! hello@peopleovereverything.com
Benefit from Expertise: Leveraging the expertise of experienced recruiters who understand the nuances of equitable hiring can significantly reduce your workload while also improving your hiring outcomes.
How poe. Can Help with Each Step
Creating Criteria: Our team at poe. can assist you in developing clear, universal criteria tailored to your specific needs. We ensure that these criteria are inclusive and focused on the essential skills and experiences required for the role–and nothing unnecessary!
Designing Application Questions: We can help craft application questions that focus on key tasks and performance measures, allowing candidates to demonstrate their relevant experiences effectively.
Implementing Structured Processes: poe. can provide guidance on setting up structured interview processes, including the creation of standardized questions and evaluation rubrics to maintain consistency and fairness.
Training for Bias Reduction: We offer comprehensive training programs for hiring managers and interviewers on recognizing and mitigating unconscious bias, empowering hiring teams to run equitable hiring processes (and secure amazing talent!)
Managing Large Applicant Pools: Our team is happy to take on the task of initial application screening (yes, we’re serious!), using your established criteria to efficiently filter candidates. This reduces the burden on your internal team and ensures a thorough, unbiased review of all applications.
Conclusion
Reviewing hundreds of applications in a short timeframe is challenging (don’t we know it!) With the right strategies and partnerships, it’s possible to manage application influxes efficiently while upholding equity and fairness. At poe., we’re dedicated to helping you navigate these challenges. Not to sound dramatic, but it’s why poe. exists, after all.
Let’s work together!
Interested in learning more about how poe. can supercharge your recruiting efforts? Let’s have an exploratory chat. We’re always interested in meeting others on a mission to make hiring more equitable. hello@peopleovereverything.com
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