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Common Application Mistakes That Drive Away Potential Employees

October 7th, 2016

Hiring managers know how one mistake in a job application can throw a candidate’s credibility into question.  But fewer managers recognize that this uncertainty goes both ways.  A mistake in the application system can also drive away top candidates.

Here are some of the biggest mistakes you can make in the application process, and how you are losing good candidates as a result:

Not going mobile.

Mobile recruiting has taken off in the past year.  Over half of job seekers below age 30, and nearly one-third of job seekers of all ages, use mobile platforms to aid their job search.  Make a candidate wait to get to their desktop computer before they apply and chances are good you will lose that candidate’s interest altogether.

Making the application too long.

Applicant tracking system (ATS) software comes in, or can be adapted to, nearly every conceivable configuration.  But don’t get carried away – just because you can ask every question under the sun doesn’t mean you should.  Remember that applying represents an investment of time and effort on the candidate’s behalf.  Make that investment “cost” too steep, and the candidate will walk.

Instead, tailor the application to gather only the information most relevant to your decision to interview.  Use the in-person interview atmosphere to ask the bigger questions.

Asking for sensitive personal information.

Many candidates are hesitant to disclose crucial personal information, such as a Social Security number or date of birth, on a job application.  As the number of security breaches worldwide continues to rise, more and more candidates are choosing to skip an application that demands this information.  Instead of losing the candidates, lose the sensitive information requirement.

Requiring a resume as well as the application.

Application software typically requests all the information that appears on a candidate’s resume.  Requiring an uploaded resume as well can drive away candidates in two ways.  First, the candidate may not have a resume prepared, and may choose to walk rather than to struggle with the process of creating one.  Second, most applicant tracking software parses resumes badly, increasing the chances that you’ll “screen out” good candidates and “screen in” unqualified ones.

At 1st Staffing Group, our recruiters know where to find the best talent – and how to match outstanding candidates with our clients’ needs and company culture for a great hiring fit.  Contact us today to learn more about our recruiting services in Oklahoma City and beyond.

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