Is Your Application Process Putting Off Potential Employees?

Is Your Application Process Putting Off Potential Employees?

As an employer, you cannot possibly interview every single candidate interested in your job. An efficient application process comes to your help in picking up the right candidate. While resumes give volumes of information about the candidate, at the end of it, a resume is a self-promotion tool for candidates and most of the time, a resume will not give you the information you want for initial screening of candidates. Your application process comes to your rescue in such times. The application process enables employers in initial screening decisions based on uniform information gathered from all job applicants.


However, just as employers set out to evaluate the best talent for their positions, job seekers too are constantly analyzing the company they are applying to. Your application process is the first interaction your potential employees have with the company. And a poorly designed job-application process can put off talented candidates, leaving them with one of these impressions about your company:

  • A company that is unable to understand its employees and cares little for them will not make a good employer for me
  • A company that lacks professionalism and competency will not give me enough growth opportunities
  • A company that only pretends to employ an application process but in reality is hiring through other unofficial channels cannot be trusted with my career

What could have possible gone wrong with your application process? Consider the following steps before you set out to recruit your potential employees next time:

  • Potential employees are your customers too. Make them feel important and never treat them disrespectfully.
  • Too many rounds of interviews can turn away talented candidates. Value the candidate’s time and finish off the interviews in minimum number of interview rounds.
  • Don’t just dangle the money carrot! There are many other considerations a candidate may have before selecting a company to work for, besides the remuneration offered. Inform candidates about other perks your company offers, incentives, benefits, growth potential in your company, philosophy and employee-friendly policies in your company, and more.
  • Don’t take forever to give your feedback. Word of mouth plays a strong role in the job-seekers community. If you take too long to respond to the job application status of a candidate, your company has a high probability of being black-listed by the job-seekers community – which may include the talent you were so-much looking for!
  • Invest time and resources in measuring candidates’ experience with your company during the application process. This can be a great tool for feedback to help your company improve the application and interviewing process. If you have a hiring manager, then it is advisable to determine if the hiring manager is turning applications away. Training the person to apply better techniques can save cost for your company.

Creating a positive experience for your job applications can help you garner positive opinions and recommendations for your company with your potential employees. An employer that values potential employees is expected to be a good employer that works towards employee satisfaction.

Source: Employment Crossing

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