5 Proven Ways Employers Can Simplify Applying for Jobs Online

Shefali Vasave | March 4, 2022 | 151 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

Spotlight

Hoggett Bowers

Hoggett Bowers is all about making a difference. Passionate about recruitment, we're open, collaborative and a genuine meritocracy. We offer our clients executive search and advertised selection, plus an experienced interim management practice. We are proud to sell our brand. Working in specialist practices, while being part of an international group, we are in a league of our own - large enough to have the knowledge and research resource and wide-ranging expertise to manage significant international assignments; but not too big to care and to know every client and candidate as an individual.

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Hoggett Bowers

Hoggett Bowers is all about making a difference. Passionate about recruitment, we're open, collaborative and a genuine meritocracy. We offer our clients executive search and advertised selection, plus an experienced interim management practice. We are proud to sell our brand. Working in specialist practices, while being part of an international group, we are in a league of our own - large enough to have the knowledge and research resource and wide-ranging expertise to manage significant international assignments; but not too big to care and to know every client and candidate as an individual.

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The tiered pricing model with two new plans, in addition to the current Wisq Enterprise plan for teams of more than 500, makes Wisq accessible to everyone: Wisq Free:Designed for core groups just getting started, this no-cost offering supports a single administrator and up to 50 team members with unlimited groups, posts and messages. This option is ideally suited for small companies or divisions of larger employers that would like to try Wisq before a broader deployment. Wisq Plus: For growing teams that want more functionality, this option supports up to five administrators and teams of up to 500 people while offering more robust administrative tools and reporting at a cost of $5 per individual each month. These new plans are in addition to the core Wisq Enterprise version, which offers greater functionality tailored to companies' unique needs, including advanced admin and reporting capabilities, security assertion markup language (SAML)-based single sign-on for added security, priority inbox support, and dedicated customer success and account management teams. "With this announcement, Wisq is responding to a clear market need for personal connection at work, Any team, big or small, can greatly benefit from the kind of connection that Wisq makes possible. Our customers' experiences have shown us that offering employees a distinct space for connection can deepen ties, enrich relationships and support a sense of belonging, community and happiness." -Wisq co-founder and CEO Jim Barnett The Importance of Belonging and Connection in the Workplace As companies seek to retain and hire workers in a competitive job market, a sense of belonging to an organization is equally as important as pay and benefits. Happier employees are not only less likely to leave a company, but also are healthier, have lower rates of absenteeism, are highly motivated to succeed and have better relationships with their peers, according to MIT Sloan. Additionally, by increasing the feeling of belonging at work, companies have seen a 56% increase in job performance, a 50% drop in turnover risk and a 75% reduction in sick days, Harvard Business Review reported. Companies that thrive socially and support a sense of belonging build resilience to disengagement. Trends like quiet-quitting, or choosing to not go above and beyond in a role, reflect a low sense of connection and belonging in an organization. The day-to-day relationships that individuals establish with their co-workers play an important role in belonging, which is why Wisq has built its platform to support employee-driven communication. By carving out a specific space for belonging and connection in the workplace, Wisq is strengthening personal development and interpersonal relationships, which help individuals grow and thrive, and play a role in building a healthy, vibrant organization. Hear what companies using Wisq have to say: While we have a great culture, Torch employees have voiced difficulties connecting with people outside of their immediate team. Wisq helps us bring the amazing and unique stories of all our employees together to build a stronger foundation for our culture, as well as our individual and collective success, said Amy Lavoie, vice president of People Success, Torch. FICO uses Wisq to strengthen relationships throughout our 3,500-person, globally distributed company. Our team was looking for a way to recreate in-person water cooler conversation and casual, fun moments of socialization. Through Wisq, we're meeting this need and getting to know colleagues across teams, departments and time zones like never before, Richard Deal, executive vice president, chief human resources officer, FICO By utilizing Wisq, our team can get to know each other without the pressure or stress of getting a task done or trying to solve a problem. Even the smallest moments of connection can move mountains for our relationships, helping our team get to know each other on a more personal level, Alex Jones, vice president for Institutional Advancement, Roberts Wesleyan University About Wisq Wisq is a space for life at work. The Wisq platform helps employees improve social well-being by enabling them to connect, share and build relationships at work. Organizations increase employee engagement, improve belonging and retention and build happy work cultures. Wisq enables smart profiles, intuitive sharing, community building and audio lounges for informal hangouts. Based in Redwood City, CA, the company was founded by three former Glint executives: Jim Barnett, chief executive officer; Goutham Kurra, chief product officer; and Chih-Po Wen, chief technology officer. Wisq has raised more than $40 million and is backed by True Ventures, Norwest Venture Partners and Shasta Ventures.

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