Want to improve your candidate pool? Did you know that a big reason candidates drop out of the application process is not because they are not interested, it’s because they never actually complete the application process. Why?
Here are some questions to consider while building your career application and information pages:
Is it too time-consuming and complex?
They want: Quick and easy
You want: Accurate and detailed
Solution: Make sure the process is simple and efficient.
i Give clear instructions of the application documentation and format requirements.
ii Enable users to choose from a small selection of pages to visit.
iii. Provide clear labels for the pages and navigation tabs such as a current locator, a good navigation method and a trace route (i.e tell candidates where they currently are in the application process and the website and how to return).
iv. Adapt your website to match candidate needs such as including an FAQ section and a contact information in case of any queries, questions and concerns.
Is the job title and description clear, accurate and compelling?
They want: interesting and compatible.
You want: Realistic and self-explanatory.
Solution: A good job description should be:
i. Clear and Concise
ii. Packed with personality – reflect the job expectation, experience level, corporate culture and general employee atmosphere through the words used to describe it. You want to give a genuine, serious, yet friendly and approachable impression of your firm. Remember there is a difference between being professional and cold, friendly and laid back, and particular and rigid. You want a balance.
iii. Give a challenge – sometimes, in order to find the needle in the haystack, some companies add a challenge such as a riddle or brainteaser in the application process. It breaks the monotony of the application process and is a great way to challenge applicants to think outside the box!
You cannot control candidates dropping off but you can give them more of a reason not to!