Candidates Avability

As the country returns to work, there are more job openings than ever before, according to reports. But now you’re sitting at your desk, staring at your applicant tracking system (ATS) and wondering why it’s so empty. You’ve spent a lot more money on advertisements, installed a new banner on your company’s home page, and pleaded with your employees to tell their friends. This should all work. More people are visiting your career website. They were interested in the positions you were advertising. You appear to be having difficulty finding candidates. It’s time to put yourself in your candidate’s shoes and learn what it’s like to be one. Here’s how:

Demonstrate to your employer what you can do for them

Are you showing job seekers a place where they would want to work now that they’ve arrived at your career site? They’ve read the job description, but before they apply, they want to know what it’s like to work there. And, because hiring is up this year, they can wait to find a flexible employer who supports diversity, equality, inclusion, and a sense of belonging.

Remove any barriers to application.

If you’ve done well here, candidates will consider how to apply next. Candidates prefer applications that are simple to complete from start to finish and do not make it difficult for them to gain admission. Some of the most vexing job boards require applicants to:

  • They had to sift through too many job postings to find the one they wanted.
  • Create a login (with a complex and unique 8-character password) and a profile.
  • To access the application, you must click an absurd number of times.

Hand-type their resume into text boxes

Candidates will not submit applications if the process is not quick and simple. According to industry averages, only 30% of people who begin the application process complete it. You’ve already invested time and money in seven out of ten candidates, but they refuse to complete the application. Companies that want to succeed should make it easier for people to find work. Eliminating registration requirements as the first step in the application process is a simple way to increase the number of people who apply while also boosting your employer brand.

Remove Technical Issues

Consider what a candidate would do if they encountered a technical issue or had a question about how to apply. Companies spend a lot of time and money attracting job seekers to their career site, only to lose them due to technical issues or a lack of resources. This reduces conversion rates and increases job seekers’ frustration. Consider including a chatbot that can respond to frequently asked questions or escalate the issue to someone who can assist the candidate. This will increase the number of candidates who convert.

Mobile Optimization

Are you mobile-friendly? We know you have a phone nearby, so take it out and check your application process on it. Because the number of people who use mobile phones has steadily increased over the years, you should ensure that your application works well on any platform. Even better, make it easier for people to apply by providing ways for them to apply and communicate with you via text.

Reduce the feedback loop by half

Finally, consider how it feels as a candidate to hit “submit” and wait for a response. Consider how often you have to wait to find out the status of something today. We expect, nay, demand, to know where we are in the process of having an order or question answered. You can track your Lyft driver in real time, check the status of your Amazon order, and even find out when your Grubhub food delivery will arrive. This is also what candidates believe employers expect of them.

Improve the User Experience

It’s not enough to have a beautiful career site or plenty of openings if applicants are confused and frustrated throughout the process. Are you providing them with experiences that will make it easier for them to apply for jobs? Or are you making them jump through unnecessary hoops? Are you informing them about the status of their application? Or do you just let them sit by the phone until they give up and look for work elsewhere?

Read More: Top 8 Hiring Trends to Look Out for in 2023

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