The Surprising Reason You’re Not Getting the Candidates You Need
- January 31st, 2012
- 18 Comments
You don’t get it. You’re doing everything right: You’re offering a great job with a great company, you’ve ensured your job advertising placement is targeting the right group of candidates, and you’re positive you’re offering the most competitive salary. Even your job posting is flawless.
And yet, the job applications just aren’t flowing in the way they should. So what gives?
The truth is, while you might be doing everything right to attract the right job candidates and compel them to apply to your job opportunities, it might just be what happens after they hit “apply now” that’s the source of your troubles.
Research shows that 34 percent of candidates who try to apply for jobs don’t complete the application process – simply because the application process is too much of a hassle.
(Think about it. Have you ever tried to enter a contest online only to find that the registration process is more trouble than the prize is worth? Applying to a job online can be just as frustrating. The more hoops you make candidates jump through just to apply, the less likely they are to complete the application process.)
According to CareerBuilder internal data, the top two reasons candidates gave for failing to complete the application process were due to usability issues and time constraints:
- 24 percent of candidates don’t apply to jobs because the “Apply Now” link is broken.
- 21 percent believe that the long application process isn’t worth their time.
The good news is that fixing your job application process to end candidate drop-off is a relatively easy fix. The hard part, however, comes with discerning exactly where and why candidates are dropping off in the first place – an effort that will inevitably require some data analysis.
While your current applicant tracking system might be able to offer some insight as to what you need to change or enhance about your application process, you might find you need the help of a third party that can offer objective analysis and insights. CareerBuilder’s Applicant Experience offering, for example, gives insight into your application process by tracking candidates and surveying them within 24 hours of an interaction with your Job Posting, and then again a month later.
Not only will an external resource help you uncover holes your internal team is likely to overlook, but you’ll benefit from the expert solutions to create a better recruitment process overall. It’s an investment up front, but one that will ultimately save you time and money (and frustration).
How often do you evaluate your organization’s application process?