Why Abandoned Online Job Applications Result in Poor Hiring?
Applying for jobs online has been the go-to process of finding jobs for millions of applicants. Online hiring has come a long way with the rise of job boards. It has become easy to apply for jobs worldwide and across industries for applicants whose skills match. This also means recruiters must sift through an unusually high volume of resumes to find the relevant job applicants. To do this, many employers have developed a lengthy online application process. The belief that this will filter out applicants that don’t match the job requirements and that serious, well-matched talent
will complete the lengthy process has slowed down online recruitment.
According to CareerBuilder, 60% of job applicants abandon their applications midway. They also don’t complete applications that take longer than 20 minutes. So, are employers sabotaging their recruitment process with lengthy forms? Is there a way to capitalize on online recruitment while also hiring better talent? This article will give you five tips on how you can design your online recruitment process without losing top talents.
#1 Develop a Clear Hiring Process
It goes without saying that it is important to be clear on what you are looking for in a candidate. Numerous traditional job postings are generic, ambiguous, or don’t communicate the right message. Apart from communicating the skills and qualifications you’re looking for, here are just some things that can make your online job posting stand out:
Be specific about the level of skills you need. Some jobs don’t require candidates to be experts in certain areas. Make it clear what is expected from them.
Add a human touch to ensure candidates know there are people, not just software systems, that are seeking their skills.
Set up a system for responding to online job applications. Job searching can be tough and brutal for applicants, and responding to them will help you stand out.
Ensure your online application process is smooth and user-friendly. You don’t want to tire potential employees with a poor application process.
#2 The Value of Online Candidate Profiles
Online candidate profiles
provide a place for candidates to express themselves and tell their story in their own words. It also gives employers a chance to get to know more about the person they are interviewing.
The value of an online profile is that it allows recruiters and hiring managers to get insight into a candidate’s personality. In a world of job boards, applying for a job online is easier than ever, and so the barrage of unqualified applications is disproportionately high.
Candidate profiles give employers the opportunity to sort applications meaningfully. Simple screening questions like a candidate’s willingness to move or start immediately can help recruiters save huge amounts of time and money. Whether you’re screening LinkedIn profiles or job boards, using candidate profiles is a smart way to ensure you find the information you need while also making background checks easy.
#3 Make the Interview Process Easier and More Interactive
Technology has transformed the way companies hire. Integrating interactive ways for people to apply can do wonders for your recruitment process. This is especially true for job roles that require creativity and outside-the-box thinking.
For instance, Kforce, a job board, enables applicants to submit online applications with audio and video clips. Another case in point is the leading research organization, PricewaterhouseCoopers. The firm has an online recruitment process that uses psychometric screening to help HR managers
review applicants’ suitability.
“When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.”
- Carrie Missele, Director at Inspirant Group
#4 Embrace New Technologies for an Effective Online Recruitment Strategy
Premier financial services organization
, J.P. Morgan Chase is leading the way in the use of technology when it comes to hiring job seekers fresh out of college. The company uses a game that tests applicants on their job-hunting motivations as well as investment decisions. This helps recruiters get a deep insight into applicants’ interests, skills, and attitudes.
Is finding the perfect candidate possible? Allstate, a leading insurance firm, is aiming to recruit the best match. The firm’s screening process for its agent recruitment involves an online form that is scored against existing Allstate model agents. The scoring is instant and applicants can proceed to the second round immediately.
Embracing technology like AI for screening resumes and video interviews is another great way to cut down on hiring time, improve communication with candidates, and eventually boost your employer brand.
#5 Use Social Media Platforms Efficiently
Social media has metamorphosed from a socializing platform to a multipurpose business machine. From selling to customer care to recruitment, businesses are now using social media for more than just increasing brand awareness.
Social media recruiting is a great way to reach your target talent pools and customers simultaneously. This is especially significant as both groups tend to overlap. According to Glassdoor reports, over 79% of job seekers use social media in their search. In addition, a 2019 survey by Jobvite revealed that 35% of respondents learned about new opportunities from social media. Therefore, integrating social media into your online recruitment process can help you leverage its reach.
Attracting and recruiting the right candidates goes beyond the regular recruitment process. In fact, according to WetFeet.com, 20% of job seekers apply to companies after having viewed their product ads. Branding and marketing in HR
are more important than ever before. However, this doesn’t mean that you neglect the foundation of the online hiring process.
Whether you use traditional job application methods or an online application process, ensure that it is user-oriented. It should encourage the right people to apply and make your company seem like a good place to work. Frequently Asked Questions
What are the advantages of the online recruitment process?
The online recruitment process has many advantages. First, it is accessible to a much wider audience than traditional methods. Second, it allows companies to process and interview more candidates in less time and with fewer resources. Third, it reduces the cost of recruiting and hiring new employees.
What are the disadvantages of the online recruitment process?
Online recruitment that uses AI is known to be discriminatory. In addition, the lack of face-to-face interaction in an online recruitment process can lead to well-matched candidates being screened out in the first step itself.
How to implement a clear hiring process?
The following steps will help you create a clear hiring process:
Define what you need
Create job descriptions
Define the qualifications for each job description
Prepare for interviews by doing background checks and preparing interview questions