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Job seeker stunts: the whys and hows of finding and hiring talent

Job seekers are increasingly turning to stunts to get noticed by employers: from the fearless girl in Bristol, to the rapper ‘sending bare email and getting no response’, to the piano-player who sang that ‘interviews are boring and resumes are boring’.

However, employers should be able to find talent through more conventional means.

Many organisations implement an Applicant Tracking System in order to advertise vacancies, process the recruitment channels, gain approval from hiring managers and automate communications with candidates – all whilst providing powerful analytics for recruitment teams to view the success and efficiency of the hiring process.

Candidate expectations

An ATS should have the job seeker’s experience at the heart of its design; a good candidate experience can enhance application rates, whereas a poor candidate experience can turn off experienced job seekers who do not see the relevancy of entering their school qualifications from 30 years ago!


Whilst more junior candidates will complete generic application forms, experienced hires will have a tailored CV and will be reluctant to spend their time transferring their information from their CV to your application form.

An ATS should have the functionality for ‘CV parsing’ – the ability to automatically transfer information from an uploaded CV and complete the application form fields accurately. This means that your experienced candidates will be more likely to apply, and your hiring teams can accurately compare applications like-for-like.

Junior hires

In the above cases, the job seekers pulling out ‘stunts’ have been graduates fresh out of university; the competition for roles is high and candidates are worried about not being noticed.

An ATS can help reassure applicants by automating notification emails and text messages – they will be informed of their progress throughout the recruitment process, rather than being left for weeks without a response.

These regular communications mean that young applicants do not feel the pressure of having to pull ‘stunts’ to get noticed; your organisation will demonstrate that they recognise and appreciate the time that candidates have put into their applications through the personalised and timely responses they will receive.

Talent for the future

Your ATS should have the functionality for your recruitment team to store talent for the future; if several talented people apply for one role, it can be helpful to hold their information and contact details on file with their permission for the future.

This can mean that you hold details on several talented individuals at once, which could lead to shorter recruiting times and minimised recruiting fees if a suitable vacancy becomes available in the future.

Whilst job seekers may feel forced to resort to ‘stunts’ to get noticed, a sound hiring strategy should not require candidates to go above and beyond to be noticed – your ATS should make outstanding applications immediately obvious, and the reporting and tracking tools should ensure that talent is nurtured and ultimately hired within your organisation.

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