Applicant Pool
Applicant pool meaning
An applicant pool refers to the group of candidates who apply for a specific position in an organization. This pool consists of all individuals who meet the initial criteria to be considered for a position and from whom the hiring team will select the most suitable candidates to proceed through the various stages of the hiring process.
The size and diversity of the applicant pool can significantly differ depending on the position, the company’s reputation, the industry, and the effectiveness of the recruitment strategies used.
It’s important to note that HR may also consider candidates outside of this pool, such as existing employees who are qualified for the role, even if they haven’t formally applied.
What is a good size applicant pool?
The ideal size of an applicant pool will vary greatly depending on the type of job, the industry, the location, and the size of the organization’s size. A study suggests that, on average, corporate job openings attract about 250 resumes, though this number can be much higher for popular companies or roles with less stringent requirements.
For example, a company seeking a data scientist with advanced programming skills might receive a small applicant pool due to the specific expertise required for the position. However, a startup may get a larger applicant pool for an entry-level social media specialist because more applicants may qualify for the role.
Did you know?
In the past few years, remote job opportunities have received, on average, 3 times more applicants than in-person jobs. So, what is considered a ‘good’ size applicant pool will differ significantly for remote positions.
However, a large applicant pool is not always a good indication, as it largely depends on the quality of applications suitable for the role.
Benefits of a strong applicant pool
Highly qualified applicants who are suitable for the job matter much more than the number of applicants you receive. Some of the main benefits of having a strong applicant pool include:
- More qualified candidates: A pool of highly skilled applicants builds a more robust shortlist that is a good fit for the position and your company.
- Reduces time to hire: An applicant pool with strong qualifications can help HR fill positions more quickly, reducing not only time but recruitment costs.
- Promotes workplace diversity: A high-quality applicant pool can help you find individuals from various backgrounds and experiences, adding more diversity and engagement to your organization.
- Improves talent pool: Although not all applicants will be successful, HR can improve their talent pool by identifying qualified candidates for future positions.
- Boosts employer brand: When more applicants have a positive experience during a company’s recruitment process, they are more likely to apply for future openings and share this experience with others.
How to improve the size of your applicant pool
What are some of the best ways to increase the size of your applicant pool? Consider the following strategies:
- Optimize job descriptions: Be as precise as possible in describing the nature of the role, the responsibilities involved, and the desired qualifications. Optimize your job postings so they rank highly on search engines. Ensure you use targeted keywords throughout the job description and format your job posting using the best practices for online content (e.g., concise text, clear headers, bullet points, etc.).
- Utilize multiple recruiting channels: Ensure you post your job openings on various online platforms, especially those frequently used by your industry. Also, be prepared to explore wider channels for roles that require specific backgrounds and experiences to enhance your applicant pool.
- Create an employee referral program: Your current employees can be an excellent source for qualified applicants, particularly since they already know the company culture. An employee referral program that offers rewards can increase the incentive for employees to find a suitable match for an open position.
- Widen your applicant search: To attract a broader range of candidates, you may need to think outside the box. For example, consider if certain professional and educational qualifications are absolutely necessary for the role (e.g., university degrees or specific certifications). If a role can be done remotely, you could post your job opening on a national or international level.
- Provide options for open applications: Enhance your applicant pool by allowing interested job seekers to post open applications outside of your HR recruitment process. Individuals who respond tend to be proactive and passionate about your company. Add the most suitable applicants to your talent pool to be considered for future openings.
HR tip
What makes your company a great place to work? A strong employer brand goes a long way in increasing your applicant pool. Do this:
- Regularly promote your company culture.
- Consider employee testimonials for social media platforms and your careers page.
- Monitor your employer branding efforts along with applicant pool data to effectively track the impact of your strategies.
What is the difference between applicant population and applicant pool?
Applicant population refers to the group of people who might be qualified for a specific role or potentially interested in certain fields or industries. It includes everyone who meets the basic qualifications or criteria to apply, regardless of whether they actually submit an application.
For instance, the applicant population for AI engineers may be much smaller than customer service representatives due to the specialized skills required for AI engineering roles. Organizations recruiting for AI roles will have a smaller application population, making it more competitive to find top talent.
On the other hand, the applicant pool is more specific and includes only those individuals who have actually submitted applications for the position. This is the group from which candidates are screened, interviewed, and eventually selected. The applicant pool is a subset of the applicant population and represents the active participants in the recruitment process.
Here is a table with an overview of the key differences between the two terms:
Definition
The entire set of individuals who could potentially apply for a position.
A subset of the applicant population that actually applies for the position.
Scope
Broader, includes all eligible or qualified candidates who might be aware or unaware of the job opening.
Narrower, limited to those who have submitted applications.
Determination
Defined by broader demographic, eligibility, or qualifications criteria.
Defined by the act of submitting an application or meeting specific submission criteria.</p>
Accessibility
May not be directly accessible to the employer unless they express interest.
Directly accessible to the employer for screening and further selection processes.
Purpose of analysis
Used in strategic planning, outreach efforts, and understanding the broader market.
Used for actual selection processes, interviews, and hiring decisions.
What to keep in mind
Understanding the applicant population for your industry or specific roles is crucial for evaluating the quality of your applicant pool. If, for instance, a large number of your pool does not possess the desired skill sets or qualifications for a job posting, it may suggest gaps in your recruitment strategy to attract top talent.
