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3 October 2017

Are You Losing Great Candidates Because of Your Apply Process?

Posted by Team Talemetry

Meet Jim. Jim is your next great candidate who is going to fill that hard to find role. Jim has a middle manager level job as a business analyst in finance. He’s been at his company for 7 years. His job is okay, but not challenging him. He earned his MBA a couple of years ago, he’s itchy for new responsibilities. He knows he’s capable of making a much bigger and broader contribution to his company’s success. But he’s pigeonholed in his current job. His superiors are not going anywhere and there is no opportunity to move on or move up.

And oh, by the way, he has a long commute every day.

But Jim’s life is pretty full. After being gone for 10-11 hours every day, he then gets to go home and do his next job. 3 or 4 nights a week he brings his 8 and 10 year olds to soccer practice. And then it’s late dinner and a little bit of housecleaning before the day is over. Jim spends his weekend at his kids’ games, mowing the lawn, grocery shopping, family birthday parties, and whatever else has been placed on his ‘honey do’ list. And this time of the year Jim’s Sunday afternoons and evenings are sacred -- watching the games to see how his fantasy team is doing and after all, if that’s the only time he gets a break all week, who can blame him?Green Chalkboard with the Text We are Hiring Hangs on the Gray Concrete Wall in the Interior of a Modern Office. Illustration with Doodle Style Elements. 3D..jpeg

So Jim has a ‘good-enough’ job that’s not challenging him, has his MBA, is ambitious and wants a bigger opportunity to contribute to a company’s success, but he doesn’t have all day to find a job or complete an application.

One day the following week Jim gets to actually take his lunch break. It’s a warm fall day so he decides to sit outside and start looking at some jobs and companies with his phone searching on Google. He finds your company, which he is familiar with, and thinks it might be a good opportunity. He is able to find your career site on his phone so he thinks he’s off to a good start, but alas, the website isn’t really optimized for mobile devices. So he’s spending lots of time trying to navigate with lots of scrolling up, down, left, and right. Because it’s not mobile optimized Jim’s eyes aren’t drawn to the key messages on the site you’ve worked hard to create as he’s scrolling every which way to learn about the company, the work environment, and the specific role.

Finally, after a couple of long days later, at 10pm Jim decides to go back to your career site and application.

The first thing Jim finds in the application process is that registration is required. Jim’s thinking, ‘can’t I just complete the application and see if there might be a good job fit? I don’t even know if they’ll be interested in me’. But no, he is forced to complete a registration with - you guessed it - password requirements of:

  • 8 or more characters
  • Letters, numbers, and that beloved special character
  • Something he hasn’t used before
  • Don’t forget the ‘at least one upper case’
  • And it can’t be any meaningful numbers, like dates (you mean like the numbers we’ll actually remember without having to write it all down?)

So finally, after three attempts, Jim creates an ID and password that meet the requirements, and are scribbled down on a sticky note. 10:15 already. Next, Jim thinks, ‘well at least my resume is on Linked In and a Google doc, so surely this application process can pull the data from there and not require me to literally retype every single field again’. ‘Not when I’ve been working for more than 10 years and this job application will require that I fill out more than 50 fields of data. Surely this company invests in technology and their people and they wouldn’t make me do this’. WRONG. The career site doesn’t provide the ability to pull application information from any social or cloud site. So, here he goes, because he’s a hard worker and persistent and doesn’t like to give up. So he keeps pushing forward, entering field by field, the exact same data that is on his resume, which by the way, he has already submitted. 50+ fields of data -- well that gets Jim well past 11pm.

(And at least given Jim’s experience and background he’s not looking at attending any job fairs or college recruiting events. Because, unfortunately many of the career sites we found, don’t have direct links to any recruiting events registration pages. Many career sites aren’t using a comprehensive Candidate Recruitment Marketing Platform (CRM). ) 

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By the time poor Jim completes the application, he’s thinking, ‘do I really want to work for a company that has given me such a poor [candidate] experience’? Not likely. By this point Jim’s thinking , ‘forget it I don’t think I really want to work there anyway’. There’s got to be a better option elsewhere.

And what we find here at Talemetry, is most talent acquisition professionals believe that there’s nothing that can be done about this. The HRIT team told them that these factors can’t be changed. And you’re still losing out on great candidates like Jim.  Well guess what, there just might be a solution. So if you want to talk with great candidates like Jim who have lots of potential, are eager for that next career move, but are busy and don’t have all of the time in the world to complete long applications that can’t capture data from social or cloud profiles, are forced to register and create yet another ID and password, and want a good first impression with your company, check out Talemetry’s candidate experience!


 Related Resources

Topics: candidate experience, recruitment marketing, apply process

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