Many employers don’t have the right recruitment technology in place to support a seamless candidate experience for job seekers. If job seekers get frustrated with your hiring process, they can easily seek out job opportunities elsewhere.
The hiring process offers your organization the chance to get top talent excited about joining your team. And if this excitement wears off due to hold ups during certain hiring steps, you’ll risk losing quality job seekers to competing offers. Below, we’ve outlined several common job seekers frustrations, along with ways your team can tap into smart recruitment technology to avoid these frustrations.
1. Job Applications Are Lengthy and Complicated
Most job seekers – especially those in younger generations – are not willing to spend a lot of time on long, complex job applications. Recent data found that more than 60 percent of Generation Z job seekers are only willing to spend 15 minutes or less on a job application.
Some employers have job applications that are either pages long or lead to a seemingly endless scroll to complete the application, both of which are inconvenient for job seekers. And in many cases, sections of the job application are redundant, further frustrating prospective applicants. To ensure job seekers who begin your applications actually complete them, your team should make applications as concise as possible.
Keep your job applications simple by only requiring job seekers to include their name, email address, telephone number and resume, with an option to add a cover letter explaining their interest. By leveraging recruitment technology such as an applicant tracking system, you can easily centralize all this applicant information to keep the hiring process organized.
Beyond keeping job applications short and sweet, your team should also ensure your applications are mobile-friendly. Over 90 percent of job applicants use their mobile devices during the job search process – and many would opt for applying to jobs directly via mobile. Your team doesn’t want to lose out on qualified talent simply because you don’t have an option to apply via mobile.
2. It Takes Days or Weeks to Hear Back After Applying
Hireology data found that the average hiring manager takes 10 days to review and respond to job applicants. But in today’s competitive hiring market, top applicants are completely off the job market within 10 days. This means your team needs to speed up the time it takes to review and respond to job applicants.
If your team takes too long to review and respond to job seekers, they’ll quickly get frustrated, and either think your team is disorganized or you’re not interested in considering them for your open roles. One of the reasons your team might take a long time to review initial applicants is because you likely manually review each and every applicant – even those who will never be a fit for your team. But with the right recruitment technology in place, you can streamline this first step in the hiring process.
Prescreen surveys are one example of recruitment technology that can help you avoid manually reviewing each job applicant and instead automatically send those who are qualified to the next step in the hiring process. With prescreen surveys, as soon as applications are submitted, emails are sent to candidates with a link to the survey. The typical format for these surveys is a series of true/false questions, which only take candidates a few minutes to complete.
Applicants who score well on the surveys can quickly move forward with next hiring steps, while those who are not a fit will be automatically removed from the hiring process and sent a rejection email. This type of recruitment technology saves your team time that would have otherwise been spent reviewing applicants who aren’t a fit, and saves applicants from the frustration of waiting to hear back after applying.
3. Communication With Hiring Managers Leads to Phone Tag
Given their busy schedules, job seekers are also likely to mistakenly overlook emails in a crowded inbox. To make communication easier on job seekers, consider tapping into recruitment technology such as candidate text messaging.
Recent data found that 90 percent of job seekers would find it helpful to receive text messages during the application and hiring process. Your team can tap into text messaging to schedule interviews, share directions to your workplace, follow up with feedback post-interview and remind candidates of actions they need to take – such as completing prescreen surveys.
Text messaging can help you keep job seekers engaged and excited about joining your team. And Hireology data found that candidate text messaging can help you hire up to eight days sooner, boosting productivity and profitability.
4. Reference Checks Are a Manual Process
Similar to your candidates and hiring managers playing phone tag during the hiring process, another step that often gets held up is reference checks. With traditional reference checks, HR leaders or hiring managers might go back and forth with a reference via email to find a time that works for a call on both ends. And during this time, top talent might receive job offers from competing employers.
By tapping into recruitment technology, you can automate the entire reference check process – saving your team and candidates’ references time and helping you speed up the hiring process. Candidates simply fill in their references’ contact information and reference check surveys are automatically sent out. References can fill out the survey on their own time and automated reference checks take less than two days to complete, with an average response rate of 85 percent.
Today’s job seekers have countless opportunities at the tips of their fingertips, meaning your team needs to put in extra effort to stand out from the competition and attract top talent. By leveraging recruitment technology, you can avoid common job seeker frustrations and hire qualified employers sooner.
Hireology’s applicant tracking system and recruitment CRM platform offers all the technology outlined above and more to help you attract, hire and integrate top talent. For additional tips on keeping candidates excited throughout the hiring process, read our resource, “The Hireology Candidate Engagement Playbook.”