Recruitment, and all things part of hiring/selecting/interviewing talents, has been assigned to me for almost a year now in my current employer. That means I have to do the extra mile in juggling too many responsibilities from operations, and at the same time, recruitment (nationwide in scope).
I have learned and discovered many things from doing it. One, some (if not most) applicants who applied through online job database (Jobstreet, JobsDB, etc) are not serious applicants. If there are spams in emails, there are “spam” or “nuissance” applicants who clog your job folder with their resume and when you invite them, they either say they are not interested or would commit they will come but won’t show up. Costly for the company, in terms of financial costs, and effort. Second, if you have 100 applications in one position, the 80-20 rule applies. Meaning, out of the 100, and you invite them all, 20 will actually show up. Out of the twenty, it might be that only two will pass the initial exam and interview. The employer is left with a too-limited option for a position. Failed batch process. Third, I have noticed that new graduates (college) find it hard to pass IQ/mental tests. Fourth, applicants cannot express them selves comfortably in straight, good English.
The dilemma right now is this: should employer lower their standards to accommodate and accept candidates to fill in vacant positions, or wait for good, probable candidates to come? For the latter, it is uncertain as to when it will exactly come. Sad.