The job market is overcrowded. Here's how to keep the recruiting process simple

It wasn't so long ago that pickings seemed slim to companies in search for new talent. Now they may have more options than they know what to do with.  

Over 200,000 jobs were added to the market in May, according to The Bureau of Labor Statistics, but with unemployment at 4.1% as of June — the highest it's been since November of 2021 — hiring managers and recruiters are struggling to keep up with the demand from the workforce, and it's leading to an overcrowded job market that benefits no one. 

"With so many applications coming in, it has been tough for job seekers to figure out which positions are legitimate, leading to a lot of unnecessary clutter," says Illana Hernandez, the employee experience and talent acquisition manager at public relations firm Mission North. "For teams, a dedicated recruiter for each role can provide focused attention and improve the experience for everyone involved."

Read more: From resume to first day: This AI tool takes over the recruiting process

But it can just as easily also add to all of the noise, according to Hernandez. Seventy-eight percent of job seekers have ghosted a potential employer, according to a recent report from Indeed, and 44% of job seekers even said an employer had ghosted them after a second or third-round interview. Much of that disconnect is driven by the fact that it's not just unemployed people looking for jobs. Fifty-one percent of employees are "watching or actively seeking a new job," according to a new report from Gallup — the largest percentage since 2015.

And while the sheer volume of applicants is enough to overwhelm any HR department, it has only highlighted the need to keep prioritizing honest and respectful recruiting and hiring processes.

"People that are on a job hunt are typically looking at more than just one thing," Hernandez says. "Transparency doesn't just benefit their experience, it makes you more appealing as a potential workplace."

Hernandez recently spoke with EBN about how her team at Mission North has handled the sudden uptick in applicants, while still keeping the process as intentional as possible for everyone involved.

What are some strategies you've used to help your hiring process run smoothly?
First, we streamline our process from the kickoff call to identify the most qualified candidates, which, though time-consuming up front, saves time later. We also ask our hiring team to set aside dedicated time for reviewing applications and conducting screenings. Keeping our applicant tracking system software updated with the latest candidate details is crucial for smooth communication and coordination. We also ensure hiring managers and interviewers provide feedback within 24 hours to keep the information fresh and the process moving as efficiently as possible.

What role has automation played in that? 
Currently, we automate our outbound emails when candidates first apply, but after that, they get personalized emails. We are investigating more robust recruiting tools that incorporate AI and expect to have that live in 2025, but these aren't a replacement for people in the recruiting and hiring process — they're simply mechanisms to make that process more efficient and effective.

What are some tips to keeping applicants engaged through lengthy recruiting periods?
During all of our screenings — from the very first call — we are up front about next steps, but also our overall timeline. From there, we keep every candidate apprised of what's happening throughout the process, whether that's about decision timelines, references or work samples we'll need, or if we ultimately decide to go another direction. We make it a priority to respond to every candidate that applies regardless of if all we see is a résumé, we have multiple conversations before going with a different fit or, in the best cases, we make an offer. 

What is your advice to recruiters and hiring managers about how to engage with job seekers during this "overcrowded" phase?
Transparency and effective, open communication with candidates really is the most important thing, particularly as people explore more new jobs and organizations in their careers than past generations have. The practice of "ghosting" candidates, in particular, can be so demoralizing for job seekers — it can sour them from your organization for life when maybe they weren't a fit for a specific role at a particular time, but could be a great fit for something else in the future. I've gotten notes from candidates that we ultimately didn't choose just for not leaving them in the dark or making them follow up with us.