In 2022, the candidate experience is the most important part of your hiring process. Why? Because the competition for talent is at an all-time high in every field. Job applications are down by 36% in every industry. It’s a huge problem for employers who are competing for the same talent.
Taking a Look at Your Hiring Process
In this market, every candidate counts; the research shows that 80% of candidates who didn’t receive a job offer the first go-round will be likely to reapply—but that’s only if their experience was positive. Yet the Harvard Business Review says, “Employers and job seekers are not on the same page.” In many cases, this is because the application process is outdated or otherwise unwieldy. How can your company fix what’s broken?
What Candidates Say About Your Application Process?
The Harvard Business Review published the results of a study that showed the “Overall job seeker sentiment toward the application process is overwhelmingly negative.” They suggest the following steps to remedy this problem:
- Employers need to focus on what matters to the candidate. Candidates are now looking for better work environments, better benefits, and better pay along with more job flexibility. That’s why retooling your application process to talk about how your company offers these perks is important. One study showed candidates are 12% more likely to apply if you list salary details in your ad and 40% more likely if you have bonus and perk details.
- Break down the barriers to entering your company. Give candidates all of the information they need upfront to help them make a good decision. Be transparent but also look for hidden biases like requiring a B.A. or other experience for an entry-level job.
- Eliminate the cliched jargon from your ads. Don’t use the word “ninja.” Lead with the details that matter to candidates. Have no more than six “must haves” in the ad and eliminate any of the “nice to haves.” Once you’ve crafted the perfect ad, use social media to promote your job openings.
- Improve your application process. Easy one-click applications trump any outdated systems that require a manual effort. Make sure applying is highly mobile-friendly. Then you automate to let them know they’re in the funnel and will hear from you soon.
- Train your recruiting teams to set very clear expectations for what’s next in the interview process. Monitor their time to hire as well as their time to respond to candidates. Use a strong applicant tracking system (ATS) to provide transparency internally at every stage of the candidate’s lifecycle.
- Treat every candidate in the same way you’d like to be treated. Train your recruiting team and hiring managers that they are, in fact, selling the role and the company to the candidate. If you can successfully improve the hiring environment that each candidate experiences, it will build your brand as an employer of choice in the marketplace.
- Finally, never stop recruiting. Teach your recruiting teams to build a robust pipeline of talent consisting of previous applicants, interns, former employees, and passive candidates. Since all relationships are atrophy, every recruiter should spend time every day on maintaining this talent pool.
Need Help Finding Quality Candidates?
Today, job candidates have options, and they know it. Fixing your broken application process will help your company find better talent even in the most competitive markets. If you want to improve your hiring process, consider working with People Plus. We have strong talent networks and can help you meet your hiring goals. Contact us today!