1. Ask them to register for your applicant tracking system (ATS) before they have learned enough to decide if they want to apply.

Before a candidate can apply for a job within most companies he/she must “create a profile.”  This means that they are expected to link their account to Facebook, LinkedIn, Google +, etc. and provide up to four screens of information before they can find out what the application process will even entail much less whether they may be qualified for the job.  The application process is very unfriendly to candidates that aren’t willing to spend too much time finding out about the possibilities (i.e., passive job seekers).  Not mentioning the invasive feeling that the candidate might experience, exposing their social networking at this early stage.

2. Overload them with information, 90% of which is irrelevant to them.

Today companies put up a lot of video on their career pages which is commendable.  The problem is that 90% of the videos information is irrelevant to any particular candidate.  Companies should find out what motivates the candidate, what they are looking for in an organization, and then only present the information (and video) that is relevant to them.

3. Create a lengthy, text-based application and assessment process before they get to speak to someone.

Today applicants have certain expectations regarding how they want to use the Internet.  Individuals go to the Internet as a first step for almost everything they do or research.  When they get there they don’t want old, “boring” text-based information.  They want interaction and video.  They want to find out enough information about the company before they invest an hour (or longer) in the application process.  And then after 15 minutes answering text-based questions (non-interactive) those that are already working or not motivated to change jobs will drop out of the process.

4. Create a process that only asks them for information without giving relevant information to them in return (and first).

The application form and assessment often take candidates between 30 and 90 minutes to complete.  All of this is done without giving candidates any information as to whether he/she will be a good fit along the way.  In other words, the application process should give information to the candidate based on his/her interests and qualifications during the application and assessment process versus waiting until the end.  This will allow candidates who will never get hired to disengage with the process before they have invested too much time, resulting in a much happier candidate (and often times a customer).

5. No follow-up information on the hiring process, plus no expectations set about next steps. In other words, just giving them a generic thank you message when they complete the application process, and then never getting back in touch with them again, may leave an ideal candidate feeling empty, confused, or avoid future application to the company.

Company’s applicant tracking systems send out a thank you note to all candidates.  However, do they automatically deal with candidates differently based on the qualifications and interests of the candidate?  A candidate that is a very good match for the position and company should not only get a different thank you email, but in addition should get additional emails, contact, real time messaging, etc.  A company needs a system to keep the highly qualified applicant engaged the entire time that the recruiting and hiring phase is occurring, not just in the beginning.

Each of these 5 points can be simply avoided without any additional resources spent by recruiters or the staffing team.  Systems exist which allow companies to provide an interactive, engaging, video-based experience for candidates which gather information on the candidate as well as give the candidate information along the way to better enable them to make the decision to complete the application process. Click here to get more information on such a system.