Time is of the essence  : How to improve your job application process

Your candidate experience is critical to the success of your talent acquisition strategy but too many hiring processes fall down at the first stage. Here’s how to encourage candidates to apply and maintain momentum through hiring:-.

Aim for a ‘one click apply’ : Global jobsite Indeed[1] revealed that the application forms used by the FTSE Top 100 companies take over nine minutes for to complete, on average. In that time top talent has abandoned your application form in favour of the latest vacancy posted by your competitor. Time consuming application processes may lose you 90% of qualified candidates[2] exploring your job post. Offer candidates the opportunity to apply with their CV or LinkedIn profile through your recruitment software. A high level of candidate drop-offs at this stage is indicative of a potential problem.

Capture vital contact details : Netflix has long been a leader in effective applications, asking just five questions of candidates at all levels and offering a total application time of less than a minute. Top talent is only on the market for 10 days. If reducing your total questions down to five is a step too far right now, invest in HR technology which offers a ‘registration of interest’ form to capture the vital contact information of talent exploring your careers page – and follow up quickly to assess their suitability for your vacancy.

Be mobile friendly : The ‘unstoppable rise of mobile job search’ [3] means that hiring processes which aren’t mobile responsive risk losing the interest of qualified applicants. The majority of job searches are now initiated on a mobile device. Don’t miss out on talent. Support your recruitment process with technology which offers full functionality for job seekers and hiring teams on all mobile and tablet devices.

Enhance your screening : For each highly skilled job there are on average only 8 applicants[4]. To ensure you don’t lose those applicants your screening process must be streamlined and responsive. Historical recruitment analytics help to identify candidates who share the skills and qualities of your most successful hires. These should be tagged and fast tracked through your ATS. Pre-hire assessments integrated in your recruitment software also ensure that the applications that reach HR’s desk are the most suitable fit for your vacancy.

Reduce your risk of no-shows : Candidate no-shows are a constant source of frustration for HR. Recruitment data which reveals a persistent problem with qualified applicants failing to show up for interview needs your attention. A slow hiring process, poor company reputation and missing deadlines at critical stages all contribute to a higher level of absentee candidates. Recruitment software automates repetitive, basic elements of the recruitment cycle, allowing HR to focus on the talent in your pipeline. Offer automated, personalised acknowledgements of all job applications and allow your candidates to self schedule their interviews.

Don’t delay your hiring decision : Final candidate selection takes over four days on average[5]. In that time, your ideal hire has been offered (and probably accepted) a job with your competitor. Recruitment software facilitates easy collaboration and agreement on candidate selection supported by the evidence in your HR analytics. Today’s job seekers apply for multiple jobs to ensure a quick career move. Make that offer within 24 hours to enhance the likelihood of an acceptance and move quickly to onboarding.

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[1] Recruitment Buzz : ‘Top Employers Cull Long Application Forms To Attract Candidates’, 5th October 2017

[2] John Sullivan : ‘7 Metrics The Most Data Savvy Recruitment Teams Are Tracking’, 31st October 2017

[3] Advorto : ‘4 HR Tech Trends Affecting Your Recruitment Strategy’, 4 August 2017

[4] CIPD : Labour Market Outlook Survey 2017

[5] Advorto : Why Your Time To Hire Is Losing You Talent (& How To Fix It)

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