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5 indications that your job application procedure is driving away great talent

1. Your job description and application are both too lengthy.


When prospects apply for a job you've listed online, they should be able to complete it entirely and submit it in 15 minutes or less. The longer it takes to apply, the more people will withdraw from consideration.


As a result, you may need to revise your job description to make it more concise and to the point. Put the most important experience and skill needs first on your list.


You could also think about minimizing the quantity of form fields in your online job application. In an age when many applicants apply for employment using their cellphones, forcing them to type in a lot of information might be a deal breaker.


Instead, try gathering just the essential information for the initial round of evaluation, such as name, contact information, and résumé.


Too many information may wear out applicants' patience. They may even abandon the employment application halfway through.


Asking for job history for more than the last five years might potentially put off candidates.


2. Your job application procedure is out of date.


You may have observed that a cover letter was not included in the list of things to provide on the online application.


Cover letters are no longer necessary.


The usual expectation that applicants submit their resumes in PDF format is also changing. Many firms now enable applicants to include a link to their LinkedIn page in their application. This results in a speedier and more fluid application process, particularly on a smartphone.


It should be noted that LinkedIn is intended to highlight applicants' professional experience, education, and skills. Several years ago, it was normal (and controversial) for companies to request applicants' personal social media profiles on sites like Facebook and Instagram. Most applicants now see such requests as invasive, which means they will quit the job application and go elsewhere for employment.


3. You lack a clear employer brand message.


Do your job advertising and employee applications explain "what's in it for me" to candidates? If not, providing a clear employer brand statement may increase the number of applicants.


Candidates nowadays are looking for a salary range as well as typical perks such as a 401(k) and health insurance. They are also looking for employers that are a good match for their ideals and lifestyle.


Many Millennial and Generation Z applicants, for example, want flexible hours or remote working opportunities. They are also seeking for employment that is meaningful to them or that makes a difference in the world.


To attract these candidates, begin your job advertisement with a concise description of why someone would want to work for you (beyond your list of traditional employee benefits). As an example:


Were you named a top workplace by a news organization, industry association, or employer review site?

What distinguishes your corporate culture?

Do you have a one-of-a-kind or fascinating mission?

Does your firm provide opportunity for learning and advancement?

To boost your attraction to top personnel, highlight the elements that make your employer brand great.


4. Your job application procedure is unwelcoming.


Because online job applications are automated, they might appear impersonal, leaving prospects wondering whether they will ever be seen by a real person.


You may make the process more warm and personable by adding the recruiting manager's contact information. You'll also provide applicants with a point of contact if they have queries that aren't addressed in the job description.


Also, don't let them believe their application was lost in the ether. Throughout the recruiting process, be responsive and give feedback. Job searchers nowadays expect you to notify them of the status of their application. Make sure it's also done quickly — within 24 to 48 hours of getting an application.


Once applicants are aware that their application has been received, keep them informed of where they are in the process. As an example:


Will they be contacted by a recruiter?

If this is the case, when may they expect to hear from the recruiter?

Will you keep their application on file for future employment vacancies if not?

Applicants are more likely to remain interested if your system talks them through each stage. Even if they don't get the job, they'll probably think more highly of your company than if they don't hear anything at all.


This isn't simply vital for your employer reputation. It might also have an impact on your company's reputation with consumers. After all, job seekers and clients may overlap.


If a job candidate feels neglected or abused, he or she may decide not to do business with that organization again. And applicants share their positive and negative experiences with others on review sites or via social media.


As a result, it is prudent to handle your recruits as though they are existing or prospective clients.


5. Applicants are having technical difficulties.


Have you ever abandoned a full shopping basket while online due of technical issues during the checkout process? Did the store feel less trustworthy following the technical issues?


The same thing might happen with an application for work. When your online job application has technological errors, you lose trust and qualified applicants as a company.


It is a good idea to completely test your job application process to determine how long it takes and how effectively it performs. To that aim, you and your present staff may examine it more closely, with the goal of answering the following questions:

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