Before it’s too late, these 3 common myths regarding the application process need to be addressed, debunked and remedied. The employment market has drastically shifted from an employer-driven market to a candidate-driven market, with the most significant shift happening within the last three years. In fact, 83% of recruiters in a survey now describe the employer-market as candidate-driven, and if you’ve paid any attention to the way recruiting practices have changed, then there’s no argument. The fact that the recruiting profession is in higher demand than ever before, is proof that we are now in a candidate-driven market. If employers were beating away applicants with a stick, then there would be no reason to hire a recruiter to seek out the best talent.
Candidates are calling the shots. The job interview has turned into a two-way interview where candidates are just as interested in what the employer can do for them as what they can do for the employer. Like the job interview, the application process has changed as well. What used to be a best practice for employers, is not so much anymore. Let’s take a look at some of the top three application process myths, and why they aren’t the best way of thinking anymore.
1. The candidates who really want to work for me (or my company) will take the time to fill out a comprehensive application.
A long and difficult application process has been used to weed out candidates who aren’t serious about the job or who are mass applying. This thought process has been in practice for too long. Even in secondary school we learned that filling out the job application was like an interview in that applicants are judged on how well they can follow instructions. While this is a preliminary way to assess employees, it runs the risk of pushing candidates away. 47% of applicants have left a job application because it was “too lengthy or complicated.” That’s nearly half of your applicant pool that isn’t going to be pleased with an arduous application process. In a candidate-driven market, the applicant is looking for a company that fits their expectations. Candidates who are looking for an innovative, tech-savvy company are going to expect the application process to be intuitive, simple and tech-friendly.
To Do: Reevaluate your current application forms to get rid of repetitive and basic information. Do you really need a list of references, their social security number and the high school they attended? Stick to what really matters in the applicant screening process by asking them pertinent questions to the position.
2. Only the candidates who are deemed to be a good fit need to be contacted during the application process.
While the application process has been tremendously automated to benefit both the employer and the applicant, the human touch needs to remain.
“Your application process should recognise the people that go through it. Candidates do not look kindly on being left in the dark when it comes to the hiring process. If a candidate took the time to apply for your job in the first place, you should take the time to put together a proper response for why they didn’t get the job.” - Sofia Pratt (@siofyy) Social Talent
82% of applicants expect to hear back from an employer after they have submitted an application. Whether it be that they immediately respond after the application has been received or send out a notification that the position has been filled, it doesn’t matter… applicants just want to be acknowledged and updated on the position.
To Do: Enlist in an Applicant Tracking System to send automated responses to applicants updating them on the current status of their application.
82% of applicants expect to hear back from an employer after they have submitted an application.
3. A well-established company doesn’t need a mobile application.
This must be the current thought process because only 5% of Fortune 500 companies have implemented mobile job applications. With 9 in 10 job seekers using their mobile devices to search for job and 42% using their mobile devices to apply for jobs, it’s insane for ANY company, Fortune 500 or not, to miss out on these applicants. Perhaps mobile apply is associated with less quality candidates? This couldn’t be further from the truth. In fact, companies who accept mobile applications are twice as likely to receive as many quality candidates.
To Do: This one is a no-brainer! Offer a mobile job application!
The candidate-driven market is changing the recruiting and hiring process even down to the basics, and employers who are stuck in their ways of an archaic application process or going to miss out on attracting top quality talent. Today’s applicant wants to be acknowledged, wants to get their point across without giving up too many details and wants to be able to submit an application via their mobile device. Don’t forget… it’s a candidate’s world, and you’re just hiring in it.