Guest post by John Freeman, Search Consultant at Capstone Search Advisors
This month, we’re handing the mic to one of our search consultants, John Freeman. At Capstone, he helps companies find standout talent in manufacturing, engineering, and operations. If you follow him on LinkedIn, you already know that he brings energy, honesty, and a refreshingly authentic approach to every search.
In his guest post, John explains why your dream candidate probably isn’t lurking in your applicant pool, and what to do about it.
We hear it time and time again: your team just put the finishing touches on a job post, ready to upload to LinkedIn, Indeed, and ZipRecruiter.
The needed qualifications are clear, you have a competitive compensation range, exciting career path, and well-explained responsibilities.
You hit “post”, grab a coffee, and…
…there are hundreds of applicants.
You start skimming resumes, one by one, and find that seemingly nobody actually read the job listing…
…because there are slim to few qualified candidates.
And, if that’s not bad enough, your coffee is cold.
Where’s the breakdown?
Crab Traps, Spear Fishing, and Job Post Success
There’s a metaphor we sometimes use with clients to discuss our value-add as recruiters, and more importantly, as labor market consultants.
Your job posts act as a “place and forget” crab trap. In some markets, especially when there is a surplus of candidates who can take on a role, your job posts and listings can be a one-stop-shop for multiple qualified candidates.
Unfortunately, as of the last few years, mass applications are becoming far more common. According to Ashby, applications per role have tripled between 2021 and 2024, with no signs of slowing.
AI Applicants—real people using software to apply for as many roles as possible—are becoming far more prevalent. Features like EasyApply also accelerate the speed at which candidates send applications.
Because of this, the “trap” fills faster, and you are left with 1,000+ applicants, but few check every box.
Sorting through that volume isn’t just time-consuming, it’s demoralizing. You end up spending hours in your ATS rejecting candidates who aren’t even close to qualified. That’s time your team could’ve spent interviewing serious contenders.
Likewise, a perfect candidate can see a role with hundreds of applicants and become reluctant to hit apply, as they feel their resume could be buried. Why bother?
That is, if they even see your post at all. They need to be actively seeking a change, and you need to hope your job listing appears above other well-funded posts, depending on the platform.
Enter “Spear Fishing”: the time-intensive, highly-targeted approach to finding talent.
For a niche industry or highly-specialized position, it’s best to bring the position directly to your ideal candidate’s doorstep.
Highly personalized calls, voicemails, video messages, and LinkedIn outreach have become far more effective at cutting through the noise. And candidates who aren’t actively job hunting (known as passive talent) are far more likely to hear you out.
While you’re wading through the trap, your competitors may already be reaching out to that perfect candidate you never saw…because they didn’t even apply.
In many cases, this is the value-add presented by a specialist agency recruitment firm. On top of their existing network, recruiters dedicate a great deal of time and effort to identify, qualify, and build trust with candidates who aren’t necessarily looking to make a change.
Partner With A Search Firm To Get More Qualified Job Applicants
Recruiters are here to complement your search effort, not hinder it. Dare I say, partnering with a search firm strengthens your search efforts.
With aligned hiring goals, shared intel, and access to talent that may not be on your radar at all, you’re no longer fishing alone and hoping for the best. You’re spear fishing with a guide who knows where to cast.
Between your direct applicants and the focused outreach of a dedicated industry-specific recruiter, you can be confident that you’ll find that perfect hire without sorting through 300+ mismatched resumes.
And if it helps you avoid another cup of disappointment-flavored coffee? Even better.
