When your candidate pool is too large, you are at risk of missing the highest-quality candidates.
I was speaking to an HR manager at a mid-sized CRO and she was in tears. Her operations team desperately needed CRAs for an upcoming project, but for each position she posted, she received over one hundred applicants.
She couldn't get through all of the resumes, much less determine which candidates should progress to the interview.
This begs the question, how do you effectively fine-tune a large candidate pool so that you are able to only focus on the best and the brightest? In the narration of an article that provides a table and checklist to help you sort through hundreds of job applications quickly, one of our beloved team members provides some hiring hacks.
When your candidate pool is too large, you are at risk of missing the highest-quality candidates.
I was speaking to an HR manager at a mid-sized CRO and she was in tears. Her operations team desperately needed CRAs for an upcoming project, but for each position she posted, she received over one hundred applicants.
She couldn't get through all of the resumes, much less determine which candidates should progress to the interview.
This begs the question, how do you effectively fine-tune a large candidate pool so that you are able to only focus on the best and the brightest? In the narration of an article that provides a table and checklist to help you sort through hundreds of job applications quickly, one of our beloved team members provides some hiring hacks.