5 Proven Ways Employers Can Simplify Applying for Jobs Online

Shefali Vasave | March 4, 2022 | 25 views

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.


In Conclusion

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

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Career Marshal

Career Marshal is a Job Portal website where you can post your resume and get jobs in IT sectors, HR sectors, Sales, Marketing, BPO, SEO, Software developers etc in Delhi NCR region (Noida, Gurgoan specially). We also provide HR Consultants services. We have large database.

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LiveHire and Enboarder Collaborate to Offer a Cutting-Edge Onboarding Experience

LiveHire | June 16, 2022

Industry-leading total talent platform, LiveHire announced a partnership with Enboarder, the world’s first and only people activation platform, to offer a tailored onboarding experience for organizations when making new hires. "Our integration with Enboarder comes at an opportune time where candidate experience is vital to recruitment, Enboarder's integration with LiveHire provides a seamless transition from recruitment to onboarding that is experience-driven from end-to-end." -Christy Forest, LiveHire CEO. "At Enboarder, our mission is to help organizations put their people and human connection at the center of everything they do. By integrating our People Activation Platform with LiveHire, we'll ensure that companies worldwide are providing their new employees with a smooth transition from the hiring to onboarding process, solidifying strong connection and engagement throughout the employee's entire journey." - Brent Pearson, founder and CEO of Enboarder Organizations are increasingly looking to deliver a candidate-friendly onboarding experience. Considering that bad onboarding practices increase attrition and cost millions of dollars every year, LiveHire and Enboarder’s partnership comes at an ideal time. The combined strength of their offering will increase flexibility and create a seamless transfer of data. "Kent Removals and Storage have undertaken a highly successful dual partnership and integration with LiveHire and Enboarder as part of our people initiative to ensure an excellent candidate and employee journey. What we have loved about LiveHire is that we can be agile in our messaging and contact with candidates, ensuring that we are communicating to everyone their status and progress. The talent community is a great way for us to engage passive candidates and build a connection for opportunities down the track. With Enboarder, the workflows allow us to really tailor the onboarding to the needs of our changing workforce. Catering to our blue and white collar staff and those on site and remote is easy with Enboarder. We get to engage with our new hires the moment they accept and keep them engaged during that critical time during their notice period. Having both systems in play means the journey from candidate to employee is seamless, engaging, intuitive and fun. Our feedback to date indicates that we are just shy of reaching a 5 star rating for this integration." - Paula McCabe, Head of Talent and Performance at Kent Removals and Storage

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