5 Things That Frustrate Job Applicants
Frank Benzo, CDR
LinkedIn Top Voice ??Author of Counterproductive Culture ?? Business Owner | Senior Executive Recruiter | 2X Partner of the Year Leadership Strategist | Organizational Culture Expert
Here are a few reasons why job seekers get frustrated when trying to apply to your jobs.
1. Having to create an account just to apply and send their resume in.
This is an extra and unnecessary part of the process. Most candidates today feel their information will be held or sold and will get spammed by this group after creating one.
2. Your job not having a salary posted.
Candidates aren't going to apply for jobs that they do not know the salary for. The wording "based on experience" in the job ad is a turn-off to most candidates.
3. Negative and overly wordy job descriptions.
A job description should only state what the duties of the job are. Many companies start listing every single company policy and the actions that will be taken should the person not complete the duties accordingly. If you are being negative in your job description, it is sending a clear message to the applicant that you have a negative culture with no room for anyone to err. Keep the policy and procedure punishments as a part of learning during interviews or orientations.
In addition, if your job description is a 5,000-word essay, candidates are doing to skip it and not apply. This also sends a message to candidates that the company is into legal verbiage and will manage everyone as a paper policy or as numbers rather than managing them as people.
4. Cover Letters and recorded statements.
Expecting candidates to write a cover letter in order to get their resume over has become outdated. The exact same information in a cover letter can be found most of the time in the resume. Don't expect candidates to woo you with a cover letter. Give the qualified candidate a chance to interview and make your decision based on how a face-to-face interview goes rather than judging them from a short cover letter.
The same thing goes for having to supply a recorded statement. it was trendy for a while but has really become antiquated. Companies who look for a pre-recorded statement are more into processing people like paperwork rather than managing everyone as a valued human being.
5. System errors and needing to receive "codes" to complete the application.
If candidates cannot get through your application process without your system giving errors, they will stop the process and move on. If your system malfunctions during the application process, candidates then question what else is malfunctioning within your company. If they cannot get the application process right then they must not be able to get a bunch of other stuff right as well!
Needing to receive security codes by text, phone, or email in order to complete an application is also extremely frustrating. Unless you have a government or other type of high-security position, don't expect candidates to run through the wringer putting in codes just to send a resume over.
The harder you make it for a candidate to apply, the harder they think it is to work for your company!
Business & Operations Management Professional
1 年Frank I agree100% with you??