Studies show that 89% of Glassdoor users are actively looking for or would be willing to consider a new opportunity.  Yet many organizations say they have experienced a decrease in the number of responses received from their job postings resulting in trouble finding strong candidates to fill their openings.  Maybe it is time to take a step back and evaluate the issues that are preventing applicant flow and successful job offers. 

It is no secret that job seekers have the advantage in today’s market.  Studies show that candidates aren’t amused by lengthy application or recruitment processes. To engage applicants or candidates, companies must ensure that their process is not causing more harm than good. 

Applicants – including the strong ones – simply are not going to spend time applying for a position if the online application takes over 30 minutes to complete.  In a 2016 survey, 1 in 5 candidates said they are not willing to complete an application if it takes more than 20 minutes. So how can companies get applicants to submit?

Obtaining applicants starts at the first click:

1.      Careers sites should indicate the estimated time it will likely take to complete the application.

2.      When possible, an “approximate” salary range should be included in each job posting.

3.      Provide a one-click apply button on job board postings and career sites. 

4.      The company website must be current and easy to navigate. Searching for company details will be an applicant’s first step after reviewing the job posting. 

5.      A mobile application is a must. If candidates are unable to use their phone and have to log on to a PC or laptop to apply, consider them gone. 

6.      Ensure that there are no technical issues.  Applicants are tech savvy and will lose interest if the online application portal is not working efficiently. 

When a potential candidate applies for a position, he or she is now engaged.  They have reviewed the posting, researched the organization, and have likely compared the position to industry competitors.  It is vital for organizations to nurture this level of engagement through the phone and interview phase. 

Conventional Hiring

In the past, the process heavily favored the company over the candidate.  Organizations felt that if the candidate wanted the job he or she will do whatever it takes – no matter how long it takes.  This could not be further from current reality.  Most companies require phone screenings, in-person interviews, and personality and skills assessments which can all become very time consuming for candidates who likely have other employment options on the horizon. Glassdoor says, on average a phone screen can add 6.8 to 8.2 additional days to the interview process. Additionally, the in-person interview adds 5.6 to 6.8 days to the process. Resulting in over two weeks of interviewing. 

Hiring managers should know that candidates, especially those who are actively seeking employment move quickly. If they do not receive feedback or better yet, an offer within one to two weeks they will likely lose interest. The good news is that if a candidate took the time to not only apply, but also took the time to meet with company representatives, this implies a strong level of interest. However, companies cannot rest on this idea and need to take steps to keep the interest of candidates. Communication is key!

Let candidates know what to expect:

·       What are the next steps? 

·       When should they expect to hear back from you? 

·       Find ways to stay in touch with your top candidates.  Feedback is crucial. This not only puts their minds at ease, but it sets the tone for a lasting relationship and great company branding.

Organizations need to be equipped to take on the challenge of today’s job market. A poor application and hiring process will negatively influence candidate perception of the organization.  If it is believed that the process is not working, test it.  Start by applying for your own position.  Some hiring teams also ask candidates for feedback. Often, they will provide valuable insight on comparison to what competitors are doing.

Taking these steps will help to better understand opportunities for improvement and will prevent top candidates from rejecting your organization and applying somewhere else. 

Sources: Wall Street Journal; Careerbuilder.com; Glassdoor