Recruiting new employees to work in an organization may sound like an easy task, especially with so many people out of work, but it isn't! Finding a candidate who has the right skill set and fits the mold of your organization, both dynamically and intellectually, can be a challenge and every company knows how important it is to have the right fit. Compounding that search is the mountain of resumes, a virtual "resume tsunami", of qualified (and unqualified) applicants.

The recession has impacted us all - but the economy is getting better. In fact, many businesses - both large and small - have resumed hiring again. Non-farm payrolls rose by 114,000 and the U.S. economy added 162,000 jobs in March 2010 according to the Bureau of Labor Statistics.

Now that the economy is improving and more jobs are becoming available, businesses need to prepare themselves in order to handle the resume tsunami looming on the horizon.

If a business doesn't have tools to filter the incoming applicants, they are going to find themselves shortchanged, drowning in an endless volume of resumes. Quality candidates will get overlooked in the resume tide, or get snatched up by competitors equipped with tools to quickly find, interview and hire the people they need. Businesses need a plan of action for how they are going to tackle this process, quickly and effectively.

There are many different Human Resource Software Tools on the market that can help businesses optimize their human resources departments and the recruiting process.
Using Technology to Turn Back the Tsunami...and Create Opportunities

Recruitment management solutions can prevent businesses from becoming overwhelmed by the influx of resumes by transforming an applicant's resume sent via email, or submitted via the web site, into applicant data.

These recruitment management tools can also play an important role in turning the challenges of the resume tsunami into an opportunity. Organizations that manage the process appropriately - acknowledging all inquiries, communicating clearly with potential candidates - can create positive impressions of a company's brand.

Adding to the Resume Tsunami

There are other factors that add to the challenges of the resume tsunami. Any firm doing business with the U.S. Federal Government (as a U.S. federal contractor) must meet new Office of Federal Contract Compliance Programs (OFCCP) compliance rules for applicant tracking. The new rules establish applicant categories, classifying seekers as an applicant, a qualified individual, a job seeker or an unqualified individual. Staying in compliance with these new regulations is far easier with a recruiting technology solution. For more information on OFCCP rules, see http://www.dol.gov/ofccp/index.htm

It's important that organizations don't lose sight of internal candidates while all the external resumes rush in. Searching through candidates internally, prior to an external search, offers many benefits. Not only does it save money during the recruitment process, but it establishes company culture, enables retention and career growth and defines the employer's brand. If a company has an HRIS/HRMS solution in place, internal candidate performance, job history, training, skills and levels attained, competencies and salary history are readily at hand. Hiring internally can lower turnover rates, be used as a retention tool and raise employee satisfaction rates - By hiring internally, businesses are also able to lower recruiting costs and fill positions faster since the process of recruiting externally - filtering incoming resumes and interviewing potential candidates - is completely removed.

After the Storm


Once you've made your decision to hire, it's important to have an effective training and succession program implemented. Just because the tsunami of resumes subsides doesn't mean the job is done. A training administration solution can track the developmental needs of the workforce and ensure that the company's workforce obtains the necessary skills for success. Succession planning tools help managers identify, prepare and develop future leaders and managers, while defining backup candidates for key positions within the organization.

The Keys to Success

The key to surviving - and capitalizing on - the resume tsunami is effective recruitment management. HR Departments need to implement solutions that help them effectively and efficiently sort through the flood of resumes, find and hire the best candidates for the job, train them and provide a path for long term success for the candidate and company - and maintain clear, professional communications with candidates throughout the process.

A recruiting management solution can support HR organizations by:

-Facilitating the posting of jobs to the company website and or job/boards

-Enabling targeted pre-screening and interview questions in the initial recruitment phase

-Automatically create a "Best Match" ranking of candidates

-Helping with interview scheduling

-Providing the convenience of "one-click-hire," so the information doesn't need to be entered again 

-Supporting EEO report requirements for U.S. businesses that must stay in compliance and review their diversity programs

-Ensuring OFCCP compliance by helping businesses with categorizing applicants correctly

-Managing the communication with all candidates, making certain the organization's reputation is maintained, whether applications are selected or not.

It is clear that the resume tsunami will soon be upon us, but HR organizations can weather the storm, and ride the tide to greater opportunities - by using these proven tools and techniques.


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