If you chat with a marketing person, you’ll find out that nearly every single interaction can be thought of as a chance to strengthen your branding or your company image. This is no different in the recruiting space; in fact, it may be considered even more important in this scenario. You can ruin a great brand image by simply ignoring some key details during your recruiting process. Our friends at Software Advice, an HR technology firm, conducted a study to learn more about the impact our follow up efforts (or lack thereof) have on job applicants. You can read more on their findings below.
Be as Thorough as Possible on Job Descriptions
First of all, it is incredibly hard to get a full picture of what a job entails when you include muddy details associated with the job. When you post a job description, include things such as what the average day will look like in that role, expectations that need to be met, and requirements such as certifications, education, or experience. The more information you can provide, the better. According to Software Advice, the two biggest complaints when it comes to job postings are the lack of salary information and detail of job duties.
While many companies can be hesitant about posting salary information on a job listing, it is a necessary conversation to be had with potential candidates. 59 percent of applicants have a negative experience due to the lack of salary information; this can easily be fixed by simply providing a starting range to give applicants a realistic idea of what they can expect from a given position.
Aside from providing salary information, a good job posting should include a projected start date, benefits offered, timeline for the interview process, and required skills/experience. Providing an applicant with this information will allow them to determine if they would be an appropriate fit for the company and will make your hiring process smoother because the expectations have already been set forth.
No Communication After Application
There really is no good excuse as to why a candidate wouldn’t hear back from a company after they submitted their application. 65 percent of applicants said their candidate experience would have improved had they received confirmation that their application was received. This is such a simple task, yet it has such a big impact on the perception an applicant has of your company. If you’re using an applicant tracking system (ATS), you can set up an automatic correspondence to be sent out once someone submits their resume.
Additionally, with an ATS you can take that automation a step further to inform applicants that they are either being passed over for the job, or that they should expect a call to set up an interview. 61 percent of applicants expressed that their experience during the application process would have improved had they received notice that they are not being considered for the job. This can be the difference between having that person apply again in the future, or burning that bridge.
Only Ask What You Need to Know
The initial application should give you just enough information to decide if you would like to learn more about the applicant. Sometimes applications require a lengthy questionnaire or personality assessments which are time consuming and can be a huge turn-off for applicants. 55 percent of job seekers noted that a lengthy application resulted in a bad candidate experience. If your checks and balances do require that you have applicants complete certain assessments before being hired, you can still do so, but it would be better to spread it throughout the interview process. A candidate is much more willing to spend their time completing a questionnaire if they know they are actively being considered for the job. Otherwise, you may end up scaring off great potential candidates.
If you're interested in learning more about how you can create a better candidate experience using an applicant tracking system watch the demo below.
Want to learn more about how you can improve your hiring process? Read the full study here.