The online job application is one of the best things to happen to employee recruitment. That’s the myth. The reality may be something entirely different.
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Chances are your electronic process does make recruiting more efficient. It has eliminated the paper pile, and when used with an applicant tracking system (ATS) automated screening can take place.
But whether it makes recruiting more effective depends on how you measure effectiveness.
Are the candidates you seek able to share their information, their actual information, easily?
Before you nod yes, you’ll want to take a close look at your company’s application process.
The Job Seeker Experience
And you’ll want to do this from a job seeker’s perspective.
Here are a few problems people encounter when applying for jobs:
- Uploading a resume populates job application fields automatically but incorrectly and doesn’t allow for changes.
- Dropdown menus for application fields like college attended or degree earned are limited and don’t include the applicant’s school and/or degree.
- Annual salary is a required field, even for part-time positions.
- While filling out the form, the system times out and the candidate must enter the information again.
- The process requires a job seeker to attach a resume and manually complete an online form, which involves entering information that’s already on the resume.
- Application fields only allow for sharing job experience in chronological order, which if followed would suggest gaps in work history when there are none.
- The job seeker receives no confirmation of receipt and doesn’t know whether the effort to apply was worthwhile.
This is only a partial list of what job seekers face on a regular basis.
Beyond the Black Hole
For years, recruitment professionals have talked about the importance of getting back to job seekers so they know their resumes haven’t fallen into a black hole.
But the online application process remains a source of job seeker frustration as well. This frustration may cause people to not apply for positions, and cause companies to lose quality candidates.
And that’s only one possible result.
Technology that automatically enters information into an online form, and enters it incorrectly, or forces a candidate to choose from a dropdown menu that doesn’t reflect his or her background creates an application that is inaccurate. In turn, the application may get screened out, despite the fact that the candidate qualifies for the position. As a result, the candidate and the hiring company both lose.
About the Technology
The inclination is to blame the technology. However, most online job applications are highly customizable. If the one you use interfaces with an ATS, check with your provider regarding options.
Before you take this step, though, you might want to go through the application process yourself. Pick a job, any job, and apply to it as you would if you were a job seeker. The experience will show you what requires improvement.
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |