Losing Out: Is Your Application Process Costing You Good Candidates?

If you’ve been around a while, you know we write extensively on the importance of prescreening job seekers. We make sure the people who apply are who they say they are, have the skills they claim to, and don’t have anything in their past that would disqualify them from a position. It’s not news to you that, in a pandemic induced staffing shortage, companies are competing for the best applicants. When you need to fill numerous positions fast, avoid these common recruitment mistakes that could turn away the best candidates before they apply.

Be a Traditionalist with Job Titles

We aren’t sure why it has become such a trend among employers, but we are seeing more and more creative but confusing job titles. Employers may believe that doing so will give their company the appearance of having a fun or innovative work culture. In reality, it can be confusing to candidates who are searching for opportunities based on straightforward job titles. A quality employee might end up passing on a position when the “fun, creative” job title doesn’t sound like work they are qualified to do or is too vague to understand. When creativity becomes confusing, you weaken your message.

Are you referring to your accountant as a “Financial Jedi”? Your receptionist as a “First-impressions Executive”? Your supply chain manager as a “Logistics Magician”?

Make Applying for Jobs Easy

While many companies have gone to online applications, it can become daunting for potential employees. Does your online system require that candidates fill out the same information multiple times? This can give potential employees the idea that your company is not efficient. Do you ask employees to fill out personality quizzes? While those quizzes might provide some insight into how they will mesh with existing staff, they also over-generalize real human beings and can feel like a waste of time for candidates who need to find work. If the application process becomes tedious, applicants will abandon their efforts and move their search to a competitor’s company.

“ADP notes that unfilled positions weigh down US GDP by an average of $13 billion every month. That’s around $160 billion per year.”

Fill One Position at a Time & Pay Accordingly

It is not uncommon for employees to wear multiple hats but asking a single employee to do several full-time jobs while being paid for only one can earn you a bad reputation among the talent. Job postings that list several specialties under a single role will be rejected, especially by the most skilled and experienced candidates. It also tells candidates that management does not understand what a job entails and cannot properly manage such roles. If you expect to find top-notch talent, you’ll need to offer competitive compensation, especially for job roles that combine several skill sets.

44% of organizations say that pay is the reason they are losing talent.

Entry Level or Expert?

Never try to mislead job seekers by advertising an entry level position that asks for expert-level skills or experience. Entry level positions should be accompanied by training. If your post requires experience, a degree or certifications or expert level skill sets and then a candidate reads “entry level” in the description, they will assume your company wants to fill a high-level position while offering low level pay and benefits. This will have the most qualified candidates marking your company off of their list.

“The majority (61%) of all full-time jobs seeking “entry-level” employees required at least three years or more of experience.”

Workplace Safety Screenings are experts in helping businesses acquire the best possible talent. Our pre-employment screenings, workplace policies, best practices, employer/employee training and occupational wellness programs can give you the competitive edge with potential candidates. We help you hire right, right from the start.