Receiving job applications via email has been a very long practice and the most easiest way to manage corporate career site as well. This model efficiently works when the recruiting manager is dealing with small pool of candidate ranging from 1-20. Even though many career sites have their own forms, in some cases submissions land in an email.
Pros of applications through email:
1. Creativity: The recruiter can capture the creativity of the candidate from the subject line and the email body.
2. Email verification: The recruiter gets a verified email for any further communication with the candidate.
3. Background search: Recruiter can know more about a candidate simply by searching the same email on any search engine or social websites.
Cons of applications through email:
1. Volume: It is difficult for recruiters to deal with high volumes of candidate applications through email.
2. Arbitrary process: Applications received through email often pass through an random hiring process.
3. Recruitment efficiency: Recruitment Manager is burdened with manual tasks like downloading resumes and maintaining interview results in spreadsheets.
4. Too much back and forth: In some cases Recruiting manager is the entry gate for a candidate profile, after which recruiting manager has to send the recommended application to different evaluators/interviewers and follow up with the results.
5. Repelling candidates: The looming fear of applications being overlooked repels 95% of visiting candidates from sending job applications via email.
6. Accuracy: In case a recruiting manager uses any resume import tool to parse the resumes from inbox, then there are high chances that all the information are not correct.
1. Use conventional ATS(Application Tracking Systems), however risk of resume parsing exists.
2. Use SpotAxis, which mitigates the resume parsing risks by allowing candidates to apply via different professional and social profiles.