If you’ve ever been single, pursuing a relationship of some kind, then you know how unsettling the process can be. One person tries to impress the other, communication flies back and forth, and if, at any point, one person thinks he or she is doing well but the other does not, everything breaks down. The expectations of the eager person are crushed, and the other person moves on in pursuit of something better.
Job seekers face similar perils when job hunting. There’s the anxiety of the unknown and the reality that rejection will probably happen before the search is over. But the responsibility of presenting well does not strictly fall upon the pursuing job applicant—companies have an obligation to attract the best candidates, too. And not all companies do a good job of putting their best foot forward.
Here, we discuss a few things you and your team may be doing that are turning job seekers off.
Poorly Written Job Descriptions
Job descriptions should be up to date and accurately describe the open position. When they don’t, job seekers can become frustrated. How are they supposed to know if they’re the right fit for a position if they can’t clearly define what it entails?
The easiest way to write accurate, detailed job descriptions is to first sit down with the hiring manager to ask a few specific questions about the role and the ideal candidate. Then once you’ve written the description, run it by the hiring manager. A second set of eyes will pay dividends before the inevitable third set gazes upon your job opening.
Poor Follow Up
Once job seekers submit their applications, they expect to hear back from HR, even if that entails being told they won’t be considered for the position. But one glance at your inbox and you know getting in touch with all applicants would take all day. So you only reach out the people you’d like to consider. Even after interviews, you sometimes don’t inform other candidates when the position has been filled.
Few things are as frustrating to job seekers as the waiting game. When you take too long to respond to applicants (or when you don’t respond at all), you risk alienating qualified candidates from applying to your company again. An applicant tracking solution can help you keep applicants informed and engaged through automatic and timely email updates about their hiring status and interview requests.
The Overly Eager Recruiter
Conversely, job applicants can be turned off by the “overly eager” recruiter. Job hunters are well equippedto recognize a recruiter whose only objective is a quick hire. When a recruiter takes little time to learn about the applicant, the lack of attention speaks volumes to a savvy interviewee and will likely send him or her running to another place of employment.
You expect job applicants to do their research on the open position and the company; you should do the same for the applicant. While you can’t reach out to every applicant, creating a more thorough, detailed applicant process will make applicants feel you’re serious about finding the right person for the job.
An applicant tracking solution can help you remedy these and many of job seekers’ other top job search annoyances. We will discuss how in an upcoming blog. Be sure to subscribe to the Hyrell blog now so you don’t miss it!