Is your job application process sabotaging your hiring?

Do get plenty of job applications for vacancies, but your time to hire seems to go on forever?

Time to hire starts from the point of initial interaction with candidates who respond to your recruitment drive, to the time a candidate accepts an offer.

The longer your time to hire, the more significant the negative impact on your company! Worse still, if your job application process is long and tedious, you could be losing out on top talent.

Top candidates who are active in the job market are usually made an offer within two weeks. Are you getting your offers out that quickly?

And if you’ve sourced passive candidates, you can’t keep them hanging by a thread while you sort through your job application process. If you do that, they’ll lose interest in the job opportunity and you’ll never be able to convince them to reconsider. They’ll see your employer brand’s credibility as tainted!

What’s wrong with your job application process?

The biggest problem is usually that hiring team members don’t think the process through properly, and that’s usually as a result of poor communication. Collaborative hiring yields excellent results as long as the channels of communication remain open and transparent.

The job application process begins the minute an opening is recognized and discussed by the hiring team. The initial attitude and approach to the way the hiring process will be done can have a major impact on your time to hire.

If you start with issues or gaps in your job application process, these problems will filter through the entire hiring procedure.

As much as you need to fill the vacancy as quickly as possible, you must consider the candidate experience during the recruitment process. Sometimes, especially when we’re under pressure, we place all the emphasis only on what we want. We forget that on the other side of hiring decisions are candidates who also have expectations.

There are many ways that your job application process can be sabotaging your time to hire. But there are some very common, but not so obvious, mistakes that hiring managers’ frequently make.

In specialist industries where skills shortages abound, time to fill and time to hire can be far longer than in other sectors. Also, in small businesses you need candidates who are more inclined to a jack-of-all-trades mentality rather than those who are seeking public recognition and prestige.

The workforce is becoming more transient, and candidates are becoming more inclined to making snap judgments on an employer brand. If you’re looking to attract the best, your employer brand and job application process must be data-driven by an ATS.

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