If you’re on the search for the best talent to join your organization, you certainly want to create a welcoming environment. But is it possible your organization’s recruiting behavior and reputation is actually discouraging job seekers from applying?
Symptoms your organization might be scaring candidates away:
- Not enough applications for your open positions.
- Not getting the right talent to apply.
- High candidate drop-off.
- Low offer acceptance rate.
- High turnover.
What deters candidates from a potential employer? In the 2018 Candidate Experience Survey, we found recruiting top talent depends heavily on the candidate experience—how the job seeker is treated throughout the hiring cycle.
How an applicant perceives they are treated can impact their likelihood to accept the offer, stay on the job and what they communicate to others about your organization. Word-of-mouth is a powerful recruitment tool and candidates will tell others. Even if an applicant doesn’t receive an offer this time, it doesn’t mean they won’t be the perfect fit for a different opening soon or a position in the future after further training and experience.
Most discouraging words
We asked candidates about the most discouraging aspects of the application process. Here are their top five:
1. No Response from Employers: Lack of response was the most discouraging aspect to candidates. Unfortunately, one-third of respondents said they rarely or never heard back from employers with confirmation of their application receipt.
2. Missing compensation: Noted by 28% of respondents was “no salary included” in the job description. Respondents said salary was one of the most important aspects of a job posting. There’s a good chance a blank salary field could decrease a job posting’s initial performance.
3. Length/Complexity: The difficulty and extended time to apply followed closely as another discouraging aspect for 27% of respondents. Candidates also noted employers’ requests for redundant information contributed to this irritation.
4. Multiple Processes: Some candidates experienced frustration with job postings that directed them to another site/system to apply, which also can relate to the length and complexity of the process. Job seekers 40-plus years of age were generally more discouraged by this.
5. Short/Non-Descriptive: Candidates want to know more. Even though they want a smooth application process, they are discouraged by short job descriptions and job postings that were non-descriptive. The description must accurately reflect the position and properly align with the actual job.