Khushboo Kaushik is Content Manager at CareerBuilder India. Her expertise of writing can be uncovered in areas- Employer Branding, Recruitment Trends, Employee Engagement, Tech in HR. Also, a lover of poetry & art. Reach out to her at n.linkedin.com/in/khushboo-kaushik-4b525a102

From the entry gate, checking queue to take-off, passengers are found to be waiting at the airport. From waiting at every counter, to getting the bags checked, security check to waiting for the connecting flight and getting your seat in the plane, the waiting game doesn’t seem to get over.  In the movie, ‘HOME ALONE’ the biggest test, which the passengers are encountered with is the test of patience. Frustrated and agitated, even the business-class travelers have to go through the scare of waiting which goes till the end making them wait for their final luggage. Regardless of the destination they are going to, the queues always seem to be endlessly long like a nightmare pressing their patience like anything. Sometimes, even prompting people to just leave and go back home.

Do Not Make Your Candidates Wait

Waiting is indeed one of the hardest situations to come across. The movie, ‘Home Alone’ highlights how a family builds up anxiety levels for their lonely son at home owing to the waiting time adding to their difficulty in reaching back home. Let’s compare the job application process with the airport.

Candidates apply for a job to hear back from you. Sometimes, the application process is a two-step one. The time increases in filling that application increases the waiting time as well. Many times applying for jobs with a similar, long application process leave them with in a confusion. While, they try to prioritize their schedules by applying for jobs during their work hours or after-work hours, the tedious application process, which does not even end up with any response from the recruiter leaves them in a state of depression. This late departure often leads candidates to taking a back seat. The amount of time they already have spent and have to spend in applying for the job prompts them to drop-out their applications. What happens now? You tend to lose even the best candidates.

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How do you recognize and comprehend their frustration and pave out a solution? By actually applying for a job and wait to see how long it takes. Perhaps, then you may realize whether every step was necessary? Could be removed? Could add any value in hiring? Whether you are hunting for executives, conducting mass hiring or filling high-package positions, scouting for best talent all lands into vain if your application process is becoming a test of their patience. Often, candidates who are skilled, qualified know their worth and do not wait for unreasonable time and just click the ‘cancel’ button on the page of application, regardless of the brand they are applying to. So, how do you fix the maximum frustration amongst candidates? How do you ensure you drive the best talent and finest applicants do not move away?

One Step Application Process

Active candidates really willing to work for a company only wish their resume to get submitted for consideration with least possible delay. Furthermore, they feel their application should take less time than buying a product on Flipkart or waiting in the queue at an airport. They do not want to understand reasons- all that they want is an easy, uncomplicated application process that serves their sole purpose of applying for the job.

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Find out how many clicks your job application process actually takes and ensure it takes the least time to fill an application. Ensure, the process is one step not making them stick around like on the airport. This would certainly be the greatest factor in driving maximum best candidates.

Realize that, a negative candidate experience can affect in a number of things resulting in faster drop-off rate, poor employer brand and certainly bad hires.

According to a research, know what happens with candidates facing negative experiences in the job application process

  • 42% candidates do not want to consider the company again for employment.
  • 22% candidates want to compel other applicants not to join that firm.
  • 10% candidates do not want to buy the products & services of that brand.
  • 32% candidates wish to highlight their negative experience on social media channels.

While, you are in the Applicant Tracking System process, candidates behind the wall are facing a lot of waiting resulting in a negative experience. If you do not want to kill your employer brand, employee referrals, sales and applications of best candidates, take a step further to create an application process that fixes all these issues and remain a lasting success in your hiring practices.

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