Speed and efficiency are everything in recruitment, and both depend on smart shortlisting.Unfortunately, over three-quarters of applicants are typically unqualified for the roles they apply to—a common frustration for hiring managers. It’s not only a waste of time, but it burns everyone out and increases cost per hire.

Recruiters are facing a talent shortage, with 86% of hiring managers reporting difficulties finding qualified candidates. But while many point to skill gaps and changing workforce expectations, another issue is flying under the radar: the recruitment process itself.

Your employer brand can make or break your chances of attracting top talent.For instance, 75% of job seekers won’t consider your company if they catch wind of a bad reputation. And, according to our State of Hiring 2024 report, employers are catching on—83.6% rate it as very to extremely important for attracting top talent.

Higher education institutions across the US are increasingly concerned about meeting enrollment goals. A recent survey of 239 institutions, for example, found that a large majority (71%) of respondents expressed moderate to extreme concern about achieving their enrollment targets.

Hitting enrollment targets these days is more challenging than ever.For example, less than half of institutions with fall semesters meet their quota by May 1st each year. And it’s not just a one-off thing: between 2012 and 2022, U.S. college enrollment dropped by over 3.1 million students. Further, this trend is global. For example, Australia recently saw its lowest enrollment in nearly a decade.

Cultural fit is an important factor in finding the right candidate for a job. According to recruitment consultancy Robert Walters, candidates who mesh well with the teams they’re placed on are 84% better at meeting performance goals and 81% less likely to leave. These are real, tangible reasons to ensure your hires are a good fit for your company culture.

Recruiting students to your college or university is no longer a “sit back and wait” game. With so many options all vying for a limited pool of potential students, it’s more important than ever to have a strong recruitment strategy in place. 

For decades, the recruitment industry as a whole has leaned heavily on signaling devices—such as years of experience—as indicators for skill.This approach not only leads to reinforced biases because someone didn’t have the “right” credentials—and the simple reality of work not getting done because someone was great on paper but floundered in the role.