How to Find Great Candidates Without Getting Flooded With Applications -- Quality over Quantity

As reported by Inside Higher Ed Editor Scott Jaschik in February 2021, Point Park University President Paul Hennigan stated "the pandemic has taken a toll on our operations, just as it has affected the operations of many higher education providers." This statement was made as the university announced that it was not renewing the contracts of 17 nontenured faculty members.

With many institutions implementing hiring freezes and cutting positions, you may end up with an inbox inundated with applications for your openings this spring and summer. Here are four recommendations for how to keep the number of applications to a manageable level so that you can find and hire the candidates you love and who will be thrilled to accept your offer.

RECOMMENDATIONS

1. Write a Detailed Job Description
Take a moment to write, or perhaps rewrite, the job description to describe what the role actually requires and include the specific keywords your applicants will use to search for employment. Work with department heads and colleagues to ensure the language will attract the talent you want and need.

2. Limit the Number of "Preferred" Skills and Experience
While it might be tempting to add more "preferred" skills and experience to the description, know this approach can harm your long-term goals. By adding too many “preferred” skills to the description, the salary may no longer be commensurate with the updates you have made and your finalist may end up rejecting the employment offer. Or, if they accept, they may be less enthusiastic and engaged with your institution and leave your institution shortly thereafter because the position does not meet their level of expertise.

3. Post the Opening for a Short Time
Keep the application window short -- you can extend the job listing if needed but with this shorter window, you are likely to attract the most motivated applicants.

4. Use Higher Ed Partners
Post all of your openings, even your support services openings, on higher-ed dedicated job boards. By targeting higher ed professionals, you will limit the number of generalists from which you will receive an application as well as better ensure that your new employees will join your institution with the experience that matters the most in these uncertain times -- knowing the ins and outs of higher ed.

With these recommendations, make the strategic adjustments in processes and procedures to effectively post your openings and recruit the talented higher ed professionals who are now actively looking for employment.