If you haven’t read part one - start here!
Part 2 focuses more on the application itself. What is the actual process of applying to your job like for candidates? How much time does it take them? I always think it’s a good idea for hiring managers to go through their own application process. Fill out the application start to finish and upload all the same documentation that a candidate would be asked for. Could you save and come back? Did you have to switch browsers? Did the resume scanner import some of your information incorrectly? Starting here usually gives you some clues about where candidates might be getting stuck.
Here are some of the other most frequent problems we see.
The application asks for too much detail up front
If you’re requiring candidates to fill out a lengthy application you might be seeing a high drop off between candidates starting the application and actually completing it. Many candidates aren’t prepared when they first start an application to provide exact dates of old employment (especially for jobs more than a few years old) or they don’t have contact information for old managers, exact pay rates, and other details easily accessible at that moment. So they leave it for later, and other more straightforward applications take precedence in their job search. Even if you do need all of those details eventually (like for a security screen or background check) chances are good you don’t need that much detail upfront. The easiest fix is to shorten the application to just basic contact information. The final candidates can complete the long form version after receiving an offer or later in the later stages of the interview process.
A cover letter is required
If you’re requiring a cover letter my first question is always why? Is there a specific question you’re asking candidates to address in that cover letter? Does it carry more weight than the candidate’s resume? For example: would your team interview a candidate who had very little relevant experience because their cover letter was excellent?
This is about making the process simpler for both candidates AND the team. If cover letters aren’t being carefully considered or wouldn’t sway the team, they aren’t adding value to your process. Even candidates who are actively in search of a new job can be scared off by an application with dozens of questions or a firm requirement for a cover letter. Just like long applications, if they get stopped at a cover letter submission it’s easy to leave it for later and never come back.
I do understand that cover letters are a great place for candidates to answer questions like - why this particular job? or why do you see yourself working for our company long term? Cover letters can also be a huge benefit to candidates who are changing careers, coming off of an employment gap, or don’t seem like an obvious fit for other reasons - but those are all questions a good recruiter will ask when doing their initial screen with the candidates.
If there IS a specific question you want every candidate to answer up front, that can easily be a question box in the application itself. This saves candidates time and is more straightforward to review than opening lots of attachments.
The job description is scaring candidates away
It’s very rare for a company to hire someone who checks every single box on the job description. Most hires are a compromise in some way or another. But women especially see a long list of requirements and talk themselves out of applying if they don’t meet every single one. If a job posting isn’t gaining much traction it’s worth going back to the drawing board and making sure all the skills you’ve listed really ARE essential to someone in that role. You want to make sure you’re describing the scope and responsibilities as accurately as possible - but you don’t want to add so much detail that the role appears unattainable. From the candidate’s point of view - if you’re trying to focus your search on opportunities where you have the best possible chance of success, the roles that seem most like a stretch will be the lowest priority as you’re filling out applications.
It IS hard to get your roles in front of candidates, especially in this job market for smaller companies without instant name recognition. But you can take small steps to make the process straightforward for candidates and ultimately easier on your hiring team. The goal is to successfully find the right person as quickly as possible and a simplified application process benefits everyone.