Lengthy Initial Applications are Hurting Your Candidate Pool

Your first step as an HR professional is to reel in your applicants and compel them to apply with stellar job ads, but even the best job ads can’t force a job seeker to apply if your initial applications are overwhelming. For most HR professionals, the initial applications for their openings are not even an after-thought, they’re a “never-thought.” Initial applications aren’t purposely overlooked of course, it’s just that HR probably doesn’t think to review their application process because they haven’t considered that they’re creating an “applicant experience” for their candidates.

There was an old adage that only applicants who survive the most daunting application process are “worthy” and dedicated enough to become a future employee. This perception is not only outdated, it’s just plain wrong. In fact, most quality candidates are quality because they’re aware of their worth and they know they have a lot to offer, so they won’t want to waste their time jumping through a million hoops if those hoops defy logical explanation. Including hundreds of questions in your initial applications that aren’t relevant to the jobs your applicants will be performing doesn’t make sense. In fact, it will probably lead to a handful of unqualified and desperate job seekers in your pool.

Our platform is data driven, so we take the hints that data provide very seriously.

Here are a few points to consider when you’re overhauling your initial applications:

Identify the holes in your initial applications.

Our platform is data driven, so we take the hints that data provide very seriously. If you follow the path of your job seekers through your hiring process, you’ll realize that initial applications are where you’ll see the most fallout, and for good reason. Most HR professionals put applicants through the ringer and as I mentioned earlier, know that their time could be better spent applying for a positions (probably with competitors) that offer more succinct initial applications.

If you have an ATS that offers in-depth metrics, you’ll be able to identify exactly where applicants drop off in your initial applications. Do they feel uncomfortable with your asking personal information on initial applications because it’s likely that you won’t reach out to them for an interview? Identifying the holes in your initial applications can help you create an applicant experience that makes an applicant feel appreciated and valued. If they can sense that you value their time in initial applications, that will make them feel more confident that you’ll take the time to meet their needs after they’re employed as well.