The last thing you want to deal with as a recruiter during high-volume recruiting is candidate dropout. It’s costly and frustrating when talent makes it to the interview stage and inexplicably exits the process. It’s difficult to get a pulse on what’s wrong when candidates don’t even complete the application. Yet, research by Modern Hire found that 62% of candidates do not make it to the assessment stage due to fallout in the job application process.
The good news is there are ways to ensure top candidates make it through your application process. When you need to fill roles quickly, don’t let the first step deter talent. Here’s how you can update your application to keep candidates from dropping out:
Shorten the application
The initial application process will make or break your candidate experience. Unfortunately, 1 in 3 companies admits it takes longer than 30 minutes to complete their application, according to a report by Glassdoor. Remarkably, Glassdoor’s research revealed companies can increase their job application completion by reducing the time to apply by as little as 10%.
Applicant pools shrink when job applications take too long to complete. And the companies with difficult mobile job application processes are further deterring potential candidates, especially as the workforce shifts more toward fully virtual hiring and remote work every day.
To cut down time wasted in your job application process, weed out repetition and redundancy. If you require candidates to submit their resumes with the application, it’s unnecessary for them to type all of their info into your online application. You also don’t likely need personal information such as their address or references this early in the process. Focus on confirming they meet your immediate requirements for the role.
Ensure a smooth mobile experience
Even before the pandemic forced recruiters and hiring professionals into virtual processes, mobile-friendly application experiences made a positive impression on applicants. In fact, the above-mentioned research by Glassdoor found that promoting a job opening as mobile-friendly can increase the number of job applicants by as much as 11% over competitor’s non-mobile job applications.
Furthermore, a survey by MRINetwork found the majority (75%) of candidates expect to be able to apply and receive feedback on their mobile devices. While it’s evident having a mobile-friendly job application process is a proven way to compete for talent, MRINetwork also reported that a shocking 70% of companies do not provide an application process that is optimized for mobile.
Shouldn’t need to be repeated, but we live in a digital world that’s IN our hands. Candidates need to be able to easily apply to jobs from any mobile device. The Modern Hire survey found one-third of candidates drop out of the application process if they find an assessment is not available for their phone.
Optimizing your applicant experience also means shortening the job application process and ensuring it’s easy to enter the most pertinent information. You should also make it possible for candidates to save their place in the application and pick up from a different device at any time.
Include info candidates want upfront
The market is in a unique position, currently. You’re looking at high-volume recruiting to support growth as companies rebound from the recession. New talent is pouring into the job search daily. Meanwhile, the number of jobs open is still in the candidates’ favor. In this highly competitive market, you need to get in front of top talent fast.
Candidates are looking for details on compensation and benefits, but they are also concerned about the company’s mission, vision, and values. They want to know what it’s like to work with the company and how they will fit in with the company culture.
You should include facts like salary information, important details like whether the job offers flexible work options, generous PTO, paid parental/family leave, etc. You may want to add a short video with a glimpse into the culture or an introduction to team leaders. Let candidates know why they should want to work for the employer, not just what makes them qualified to do so.