Should organisations give all job applicants a response?

A recent poll run by People Management showed that 81% of voters believe that organisations should give all job applicants a response http://bit.ly/T7VA9L

Of course, this poll does not reflect at what stage the voters believe a response should be given, but for the purpose of this blog, we will assume that it is at the first stage, prior to any interviews being held.

A commonly heard complaint these days is how so few companies bother to reply to the bulk of job applications.

Is this an unrealistic expectation of applicants given the number of applications made per role these days? In some instances, from our experience, organisations can receive up to 600 applications for one role or recruitment campaign. 

How do organisations manage with responding to upwards of 100 applications and in some cases nearly 600? Companies who have not embraced some form of recruitment technology or system may find this response a very daunting task.

The consensus is that even when it's bad news, a short but courteous letter or email never goes amiss.

Of course the problem then is candidates would like more than a standard email response but personalised feedback, which of course is a perfectly valid request and for those that want to learn from their rejections is a very useful tool in the job seeking process.

Apparently this went to an extreme when a US based company sent out an extended eight page, 3000 word bullet point rejection letter. This of course is not the standard and in fact could be deemed as downright insulting, so is there a middle ground to be had?

Here at networx, we believe that all our candidates should be given feedback and strive to go that extra mile in ensuring we do this above and beyond the expected by always acknowledging receipt of each and every application as well as informing candidates of the process and provide them with a dedicated point of contact. We deliver regular feedback to keep candidates informed at every stage of the process. Not only this; we ensure all unsuccessful candidates are notified on the outcome of their application with the option to request further feedback if required through their dedicated point of contact and provide interviewed candidates with individual feedback, communicated by telephone.

It’s tough out there; upwards of 600 applicants for 1 role means a lot of rejections need to be made. Let’s not forget that feedback is a nice thing to have, and a first stage especially, it is important to remember that an organisation doesn’t have to give you any feedback and it is a luxury in today’s job market.

Another angle to consider is that it might be time to possibly review your CV and the way you complete applications forms?

The need for a good CV

I have just revamped a CV for a friend looking for a new role, whilst the content was there, the format and layout needed a helping hand. It just wasn't the finished article, but they thought that it was ok and hadn't really questioned it. 

Going through this process made me think about the quality of CV's that are out there. I also found myself asking do we still need a great CV these days.  

Do you still need a CV with social media and online applications changing the way employers recruit? 

My opinion was, and still is, that yes you absolutely still need a CV. Not only do you need a CV but it has to be a good one.  

I found these statistics that support why a good CV with maximum impact is so important: 

•almost a third only read a CV for 1 minute before making their decision  

•the main reason for rejecting a CV is irrelevance to the job

•50% say the cover letter is as important as the CV   

So, it's clear that first impressions count, your CV has to do the talking for you in the first instance and presentation is everything. If you don't provoke any initial interest then you won't even get a chance to impress in an interview.  

It goes without saying that the job market is more competitive now than ever before, and this is unlikely to change in 2012. This is why your CV needs to standout! You need to make your CV a must read and sell your skills, make it a document that makes them want to offer you a job. 

It isn't just about listing responsibilities from your last jobs, this alone won't secure you an interview, but focussing on what you have achieved within those duties and responsibilities, and how you can successfully build upon them and deliver in your next role just might.

 You need to think about the format, layout, wording, and fonts and how best to present all your information, it's a hard process to get right, but once you have cracked it, it really just needs a tweak and update when you look for a new role. 

If you do need to write a cover letter ensure that you use this opportunity to make your application specific to the role and highlight why youo are the best person for the role. 

As for social media, I do believe that you must consider social media as part of your CV, utilising LinkedIn profiles etc., just consider how you want to be portrayed.     

Social media an online recruitment is an excellent way of looking and applying for jobs, but the majority of the time you will still be asked to submit a CV. Even you if you don't have to submit your CV, having your CV next to you whilst you complete any application forms makes it so much easier and less time consuming having the information to hand, and at least you have it for next time!

So in response to my initial questions: the CV still lives on; better make it a good one!       

For more tips and assistance with writing your CV click here