Application Bias: What You Should Know.

Many employers are experiencing record-low application volumes, and if record-low unemployment rates continue, things are not likely to change anytime soon. Increasing your advertising budget will help, but it is probably not enough if your recruiting strategy includes application bias. What is application bias, anyway? In summary, application bias is having the following mindset: “If they are not serious enough about the job to fill out a full application, then they are not worth our time.” It is a belief encouraged by many talent acquisition leaders founded on the assumption that a truly interested candidate will complete an often complicated and time-consuming application. Acting on that assumption may have worked in the past. But, recent changes in the economy combined with the constant threat of data breaches spewing one's personal information into the dark web have resulted in significant changes in job seeker behavior.

First, we need to understand the waning sense of urgency to complete an application the moment someone discovers an interesting job opportunity. Unless a job seeker is currently unemployed, they realize that an ocean of job opportunities awaits them should they consider leaving their current employer. Not wanting to jeopardize their current role and in an effort to protect their personal information, most job seekers are taking the time to thoroughly investigate available opportunities before completing even a short form application. When researching potential employers, the best candidates often have questions they need answered by a recruiter or hiring manager before they will commit to a lengthy application process. This has caused job seekers to shift from filling out full applications to, instead, filling out lead forms, making phone calls, and/or other less direct forms of contact to show interest in positions. The higher the quality of talent, the more likely this will occur.

Application bias is most prevalent in employers with higher volume needs (manufacturing, distribution, high volume retail, transportation), but it can be found elsewhere too. Some employers even refuse to place short form applications or contact forms on their websites, leaving job seekers no option but to walk away or take the gamble of creating an account in an ATS (Applicant Tracking System) and completing a full application.??

Application bias is a problem for many employers, but it does not need to be. Treat every lead/contact form, short application, and phone call with as much urgency as you would full applications. By reaching out to those curious job seekers, you will not only receive more completed applications, you may also end up finding the “perfect hire” that you were looking for all along.?

I hope you will join me in the fight against application bias. Feel free to reach out with your questions, comments, and/or concerns, and, by all means, remember to share The Monday Minute with your network.?