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New research has revealed which elements of the hiring process are leading candidates to consider dropping out.
Here’s how to make sure you’re not losing talent.
Complicated applications
In a recent survey, we discovered that over half of candidates (53%) would consider giving up an application if the process was too complex.*
If you can be flexible about how and when you collect information from candidates, consider some of these tips:
Enable a simple and secure ‘CV-upload’ tool in place of an application form, perhaps accompanied by some specific questions about the role.
Ensure your Applicant Tracking System (if you use one) can support multiple file formats and sizes.
Ask your team to test your recruitment process – and time themselves! Collect staff and candidate feedback regularly.
Look at your candidate drop-off rate to identify where you might be losing candidates.
Too many ‘essentials’ on your job descriptions
Over half of candidates (58%) would not apply for a role if they didn’t meet the full job specification.
Lengthy lists of requirements could be losing you highly talented candidates who just need a foot in the door to demonstrate what they can offer.
Research has shown that women are adversely affected by this (63%, compared to only 55% of men), as are younger candidates (70% of the 18-24 age group felt this way).
Review your criteria. Is it all essential?
If the role allows, focus on the qualities and approach you’re seeking from candidates rather than specific education or certifications.
Promote training and support to encourage applications from less experienced (but still talented) candidates.
If you do require non-negotiable skills or experience, put it at the top of the description so as not to waste candidates’ time. This was a real bugbear among our survey respondents.
Spelling and grammar
A significant majority of candidates (72%) agreed that poor spelling and grammar in a job description would reflect badly on an organisation.
This won’t necessarily cause candidates to drop out of your application process, but it could mean the difference between talent applying for your role vs. a competitor’s.
Ensure proofing and editing time is built into your job approval and publishing process.
When reviewing copy, it can help to change the font style and spacing. This makes a reader focus more on the words rather than skim-reading – and so makes errors easier to spot!
Review your job description for unconscious bias. Be mindful of male or female-coded language, and words and phrases which may make your job less accessible and inclusive.
In this ‘new normal’ world, many people can now work anywhere, anytime - so don’t miss out on exceptional talent. Find out what else frustrates your candidates (and, crucially, what you can do about it!) in this: Candidate Behaviour: The Big Report
Created by Hireserve and Monster, ‘The Big Report’ aims to be the most comprehensive candidate behaviour report in the industry, looking at the entire recruitment process, from pre-application right through to hire.
Download your full report here!
* All stats taken from Candidate Behaviour: The Big Report, created by Hireserve and Monster. Access your copy of the full report here.
