Remove Friction from the Application Process

In a challenging job market where job seekers have the leverage, employers need to ensure that their hiring process is “candidate-centric” —and that starts with a frictionless application process.

VIDEO

TRANSCRIPT

The biggest challenge that companies are facing today is talent. They can’t fill open positions, and it’s having a huge effect on their revenue, their profits, and their service.

• We need to make the process more candidate-centric versus employer-centric.
• We need to remove the friction from the process, make it easier, and we need to use applicant tracking systems to streamline the process both for the candidate and the company.
• Trim the question fat–that’s in essence, what that means is just reduce the number of questions that you’re going to ask people–there’s way too many.
• Change your approach to applications. There’s a lot of things here you can do, like first one is you could use two-stage apps, and that is just ask questions of people, get some information, figure out if that’s a good candidate for you, and then flip over to the second set of questions once you reduce that number to more manageable number.
• You need to know what your candidate drop-off rate is.
• You need to know how long it takes for your candidates to complete an application. If you haven’t taken your own application, you should do that to give you a baseline to know what that is.
• Track and measure your success so you can see if you’re making any improvements, and how it’s working.

And with that, happy hiring!