Posted by CareerBuilder UK on 23 July 2015 in Studies, HR Technology Trends, Recruiting Workflow & Efficiency | No Comment

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Too many steps, automatic extraction of data, confusing windows, … Application processes that are too long and complicated can quickly lead to candidate frustration. 44 percent of job seekers have the impression that application processes have become more complicated in the last five years – this was shown in a new Candidate Behaviour Survey from CareerBuilder.

Why do candidates feel this way?

For 44 percent of those surveyed, the process is too automated and impersonal. 38 percent complained that they did not know in which part of the process they were. And 44 percent said that the application process had significantly more steps than it used to. It is also interesting that at least 8 percent of applicants find applying via a mobile device to be tedious.

The golden rule: effective communication

In an age of every greater networking, candidates also expect a lot more from a potential employer than they often provide. Keep your applicants regularly informed about the current status of their application and use an applicant tracking system (ATS), for example, to send multiple messages using templates – without loosing the personal touch. Do not shy away from communicating bad news: 47 percent of those surveyed would like an employer to let them know why they have not been selected for an interview. Give these applicants an opportunity to register with your talent pool – this way you not only fill your talent pipeline, but also strengthen your employer brand at the same time.

A good candidate experience is worth its weight in gold

Many companies like to use their online application process as a way of pre-screening the most suitable candidates. They mistakenly think that only the best and most motivated candidates will fully complete a protracted process involving a lot of steps. But these applicants are the ones that may now have several possible job openings. If candidates are spoilt for choice, their decision will be based on the experience they have had with the potential new employer during the application process (candidate experience): for example, this may be the high level of respect and esteem that an employer shows an applicant; or equally a streamlined, fast application process that is suitable for mobile devices.

 

Would you like to know more about the Candidate Behaviour Survey 2015? Read more about it here…

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