When did you last apply for one of the positions on your website? How would you describe your overall application process experience? As leaders in talent acquisition, it’s crucial to empathize with the candidate’s journey, an aspect often overlooked in the rush to fill positions. The candidate experience is a critical component of your organization’s employer brand, and addressing the challenges job applicants frequently voice can set you apart from your competitors.
92 percent of applicants who click ‘apply’ to start a job application never finish it. Job seekers abandon online applications for various reasons, and understanding these factors is crucial for employers and recruiters looking to optimize their hiring processes.
Here are some common reasons why candidates may abandon online applications and solutions to implement:
1. Complex and lengthy process: 76 percent of candidates want to know how long it will take to complete your job application. Why? Lengthy and complicated applications can be overwhelming for candidates. If the process takes too long or requires extensive information, applicants may abandon the application midway.
Solution: Focus on gathering essential information by evaluating each question in your application and eliminating any that are redundant or unnecessary. Ensure that the language used in each question is easy to understand—avoiding jargon or overly complex terminology.
2. Repetitive information requests: Asking candidates to input information that is already present in their resumes or profiles can be perceived as redundant. In fact, 63 percent of job seekers have chosen not to apply to a position they were interested in because the application required them to repeat the information on their resume.
Solution: Leverage advanced resume parsing technology to automate the extraction of pertinent details, eliminating the need for candidates to redundantly input information already present in their resumes. Offer a user-friendly interface that includes features such as auto-population of form fields from uploaded resumes and a profile-based application system, allowing applicants to create a reusable profile with basic information.
3. Unclear or misleading job posting: If the job posting is unclear or misleading, applicants may feel they are wasting their time on a position that doesn’t align with their skills or expectations. Clear and accurate job descriptions are essential to attract the right candidates.
Solution: Collaborate with hiring managers to ensure a comprehensive understanding of each role’s intricacies and distinguish between essential requirements and ‘nice to haves.’ By providing insights into the position and company culture, you empower candidates to make informed decisions about their fit within your organization.
4. Unrealistic qualification requirements: An internal report from Hewlett Packard, citing influential works such as Sheryl Sandberg’s Lean In, and various articles, highlights a striking gender disparity in job application tendencies. According to this research, men tend to apply for a job when they fulfill just 60 percent of the qualifications, while women typically submit applications only if they meet the full 100 percent of the stated requirements.
Solution: Avoid overly stringent qualification requirements that seem disproportionate to the job responsibilities and may discourage qualified candidates from applying—limiting your talent pool. Focus on the necessities of the role to avoid narrowing the diversity of applicants and excluding individuals with valuable skills and experiences that could contribute positively to your organization.
5. Lack of pay transparency: The absence of pay transparency has become a critical factor influencing job seekers’ decisions, with a substantial 80 percent of workers indicating their reluctance to apply to positions that do not disclose a pay range in the job posting. This trend underscores the increasing demand for openness and clarity in compensation information. Job applicants, now more than ever, prioritize roles that are upfront about salary expectations, viewing this transparency as an essential aspect of a fair and equitable hiring process.
Solution: Integrate pay transparency into your job postings to foster trust, minimize wasting time and resources during the application process, and promote a positive and inclusive recruitment experience. Pay transparency not only aligns with the principles of fairness and openness but also serves as a strategic move for companies looking to enhance their employer brand and appeal to top talent seeking both professional growth and financial transparency in their career choices.
6. Lack of mobile optimization: 67 percent of job applicants browse for positions and apply using a mobile device. Applications that are not optimized for mobile can result in a poor user experience. If the application is difficult to navigate on a tablet or phone, candidates may give up.
Solution: Prioritize a responsive design that adapts to various screen sizes. Conduct rigorous testing across different devices and browsers to ensure a consistent and user-friendly experience and offer features like auto-fill and resume parsing to minimize manual data entry.
7. Technical issues and website glitches: Technical difficulties such as slow-loading pages, errors, or unresponsive forms can frustrate applicants. Asking candidates to create a username and password to apply also increases the chance of technical issues and applicant abandonment.
Solution: Prioritize website optimization and user-friendly design to enhance the user experience and mitigate technical challenges. Recognize the potential frustrations associated with creating usernames and passwords and offer a guest application option to reduce barriers. Offer real-time support options to promptly assist applicants facing technical difficulties.
8. No response or feedback: Candidates often abandon the hiring process when they don’t receive timely feedback or acknowledgment. Lack of communication creates uncertainty and can discourage applicants from continuing the process or considering your company favorably.
Solution: Leverage interactive application platforms and candidate portals, allowing real-time updates on the application status to foster transparency. Send an automated acknowledgment text or email to ensure job seekers receive immediate confirmation of their submission, setting clear expectations for the subsequent stages of the process. For rejected candidates, prioritize personalized emails that offer insights into your decision-making process and encourage them to consider future opportunities.
Conclusion
In today’s talent market, your organization’s ability to attract and retain top talent is directly linked to the candidate experience you provide. By addressing the common challenges of applicants, you not only set yourself apart from other employers but also contribute to a positive reputation that will attract the best talent.
Make it a practice to periodically experience your application process from the candidate’s perspective. By doing so, you’ll gain valuable insights that can be used to refine and enhance your talent acquisition strategies, ultimately leading to a more positive and effective hiring process.
Are you ready to streamline your talent acquisition process to enhance your candidate experience? Contact WorkLink Group today.
