Applying For a HR Role in 2025 – What's Changed?
Nick Allwood, Director & Co-Founder of RedGreen Partners talks about what has changed in the job application process and how to make the most of forging relationships with HR Recruiters.
When speaking to candidates, a common frustration is applying for roles whether directly with a business or via a Recruitment Agency and not always hearing anything back. They often question what happens to their CV after they have pressed the apply button. This prompted me to offer some insight.
A value we considered vital when setting up RedGreen Partners was in offering unrivalled transparent advice. So, this article attempts to give some context to the growing problem of lack of CV feedback. I’d also like to talk about choosing the right recruitment partners (not just ourselves) to support you in your search for that elusive dream job.
I understand a large number of my HR network are experts in managing a recruitment process as part of the day job. So, some of this may not enlighten, but it is written solely from a Recruitment Agency’s perspective.
What’s changed in the application process?
Unfortunately for all recruiters and candidates the ‘easy apply’ button has created as many problems as it has solved in my opinion. Due to the ease with which anybody with a CV can now apply to any role with a couple of clicks it has had a negative effect for a number of reasons.
The service you provide as a recruiter can only be lessened when faced with quadruple the number of applications you would normally receive in a fairly balanced market. Things like meaningful feedback have to fall by the wayside as you cannot physically get around everybody. Technology has improved the quality of response you can give to applicants, but there is a long way to go.
The candidate applying may well get disheartened when they see their application to a role they feel perfectly qualified to apply for is one of 200+. Trust me, it absolutely does not mean there are another 199 suitably experienced candidates going for this role. Tech advancements like AI screening must be considered by the recruiter when the numbers become so high if you are recruiting multiple roles. That’s when things like exact job titles and key words become more prominent, and some CVs will not pass the initial screening stage (see my separate article Getting Your CV Basics Right) . Likewise, we humans can often make mistakes if we are faced with screening 200 applicants for one role. Talent will be missed. This isn’t the complaint of a lazy recruiter; it’s the observation of a service driven one.
As you would expect, the application issue is not helped when companies or recruiters advertise a role without any salary and benefit guidelines.
To combat this in 2025 I’ll be aiming to incorporate more suitable pre-screening questions at application stage alongside the usual provision of as much transparency as I possibly can on remuneration guidelines and working patterns. Not to encourage a less inclusive process, but to attempt to strike the right balance in attracting relevant profiles. I hope those candidates serious about their application don’t mind spending an extra few minutes outlining their suitability. It will certainly enhance their chances of success in a vastly reduced application field and offer them the premium service we always strive to provide.
As it stands, the issues outlined above are sadly leading to a number of recruiters not feeling comfortable advertising their roles externally. We agree if you apply for a role, then you are perfectly entitled to chase up and check on the progress of your application. However, due to the work involved in balancing 200 applications with a high degree of service and trying to deliver an excellent shortlist to their client, often the most effective way to manage is simply by not going public with the role. Which results in the Recruiter’s ability to fill the vacancy that is not being advertised by being largely reliant on using existing networks and headhunting. Which leads me on to the importance of ‘Getting to know your HR recruiter’.
Choosing the right HR Recruiters
Long gone are the days where you would register with one agency as a candidate and they would cover the market for you. We recruiters all have relationships with businesses who will use only one agency when hiring. Therefore, you do need to ensure you are talking to the right ones who cover your location, level of seniority and term of work (permanent, interim, fractional etc). If I were a candidate, I’d be looking to register my details with one of the major global players who have broad coverage, alongside 2 or 3 of the local boutiques who cover all my preferences. The caveat to this is simple – ensure you keep a record of who you speak to about which roles, and make sure your CV goes only to those professionals you feel will enhance your opportunity in finding a new challenge.
As a value-add offering beyond a CV discussion, don’t be afraid to ask your Recruiter what else they can do for you. Things like networking opportunities are useful for you in order to give you access to the local HR community and raise your profile with your peers. If your recruiter doesn’t take a proactive approach to immersing themselves in their chosen specialism, then will they take a proactive approach to ensuring you are a suitably marketed candidate to the networks you are looking to reach?
If you would like to discuss the current HR recruitment market, or wish to submit your CV to us, please email us at hello@redgreenpartners.co.uk
Nick Allwood – Director & Co-founder at RedGreen Partners