Q. Q: We are currently getting inundated with unsolicited resumes from people wanting to work with us, some from very talented people. How should we deal with these when we have no immediate opportunities but would welcome them if economic conditions improved?
A. What a difference a year can make. Va
cant roles that typically would attract
little interest are now being swamped and
the number of unsolicited applications
being received by HR departments is
growing on a weekly basis. HR personnel
are dealing with a number of business-
critical issues, often with reduced re
sources, and acknowledging, evaluating
and storing all received applications may
be virtually impossible.
HR professionals will tell you their role in
recent years has changed from placing peo
ple into roles as they become vacant, to de
veloping strategies around the attraction and
retention of quality employees.
For attraction, this means building a
talent pool of quality workers and keeping
them interested in working for you, even
when immediate roles are not available.
This must be supported by strong candi
date care processes, after all, capturing an ap
plication from an available candidate or an
enquiry from passive candidates should be the
start of structured communication. The aim is
to ensure your resource model is supporting
your employer brand.
There is a full breadth of solutions around
candidate care that can be delivered by your
own HR department or you can outsource –
typically allowing maximum productivity and
Your website, and in particular your career
page, can be simple or highly interactive – from
attraction to managing the on-boarding of new
hires or structured communication to your tal
ent pools, it’s about getting the right advice at
the beginning to ensure your specific needs
Ensure you have a standout, engaging
careers section within it that is easily ac
cessible and not buried under some obscure
heading. What’s more, make sure the infor
mation contained within it is interesting and
Within your website, include an oppor
tunity for unsolicited candidates to regis
ter their details, but ensure you capture key
data such as type of position being sought,
length of experience and qualifications, to
name a few.
Request the names of their last three em
ployers; this may provide you with interesting
market intelligence and give you the potential
to hire relevant and experienced staff.
Getting candidates to enter these details
themselves online will allow for easier sorting
of resumes back at the office.
Your website can also be developed to en
sure that all people who register receive an au
tomated acknowledgement of their application.
If people drop resumes off or post them
directly to you, develop a standard letter that
can be sent directing them to your website
Candidate care can be as simple as mar
keting regularly to these registered parties. Send
out email newsletters providing them with com
pany and industry news. This will keep your tal
ent pool engaged with the company and eager
to work for you when opportunities arise.
Candidates read the papers and know that
many companies are not hiring. But simple
steps to acknowledge such applications and
keep interested people informed about the
company’s performance through uncertain
times will enhance a company’s reputation.
We all know economic conditions will im
prove in time. Those HR professionals that
act now to ensure all people looking for em
ployment within their company are provided
a positive and professional experience and
kept actively engaged will reap the rewards
in the future.
By Matthew Mellor – national head of solutions, Adcorp Australia Ltd, www.adcorp.com.au