The issue:<\/strong> Candidates can\u2019t find your listing.<\/h4> \nThe fix:<\/strong> Make your company stand out.<\/h4> \nTrue, it\u2019s a competitive market out there<\/a>\u2014but there are still ways to help your company stand out from the crowd, even when you\u2019re all hiring for the same position. It can be tempting to rely on perks and bonuses to lure in candidates, but don\u2019t forget the importance of company culture, growth and advancement opportunities, and a company history that suggests job security and longevity. And make sure information on your company is easily accessible for them to research. Think of it in marketing terms<\/a>: you want to entice them with the company brand, and sell them on a candidate experience that suits their professional lifestyle. Just make sure you hit on the key points succinctly.<\/p> \n
\n\n \n ![\"\"](\"https:\/\/dice.com\/binaries\/content\/gallery\/dice\/insights\/2019\/12\/Dice_Ebook_Recruiting-Tech-Talent-With-A-Marketing-Mindset_Page_01-1024x792.png\")
\n <\/figure>\n \n \n Make stronger connections with tech talent. Download Dice’s eBook, Recruiting Tech Talent with a Marketing Mindset now.<\/a><\/h4> \n <\/div>\n<\/div> \n
\n<\/div> \nThe Issue:<\/strong> Candidates are quitting your job application before finishing.<\/h4> \nThe fix:<\/strong> Trim where possible. <\/h4> \nIt\u2019s tempting to craft job postings<\/a> that detail a position\u2019s every requirement, diving deep into every small task and all the expectations you have of your potential new hire before asking the applicant to jump through multiple hoops to apply. Resist the urge. Job hunting is full-time work in of itself, and you want to make the process of applying easy so your candidate will actually take the leap. The more work you make them put into the application<\/a>, the less they\u2019ll want to complete it. One study found that completion rates dropped by almost 50% when applicants were asked more than 50 questions in an application, and conversion rates jumped by 365% when job listings took five minutes or less to complete. Create a positive candidate experience from the beginning by boiling down your job listing to its most salient points without sacrificing your brand in the process and save all the detailed aspects for the interview process.<\/p> \n<\/div> \nThe issue:<\/strong> Candidates can\u2019t find your job application on their phone.<\/h4> \nThe fix:<\/strong> Make your application process mobile-friendly.<\/h4> \nStudies have reported that 86% of candidates use their phones when they\u2019re looking for work. Applications can look longer when viewing them on a smartphone screen instead of a computer monitor, so make sure to optimize your job postings<\/a> for mobile use. Then, make them easy to apply to in case your candidate is intrigued enough to move forward right then and there. The more simplistic the candidate experience, the more likely you are to get a full application. Speaking of\u2026<\/p> \n<\/div> \nThe issue:<\/strong> The application process is complicated.<\/h4> \nThe fix:<\/strong> Simplify the wherever you can.<\/h4> \nOkay, sure\u2014the last time you posted a listing, maybe you got a lot of candidates who weren\u2019t properly qualified, so you want to circumvent that with a questionnaire. Or perhaps people misinterpreted the job duties, so you want to be absolutely crystal clear on every finite detail of the role by having them do a sample project. But this is an arena where you really need to pick your battles and decide what\u2019s the most important for you as an employer, so you can make the candidate application process easier to handle. <\/p> \n
Maybe instead of asking 50 questions, you ask five\u2014and those who don\u2019t nail those five questions don\u2019t make it through to the next round. Or you ask for existing samples that mirror what the role entails, rather than having them create an entirely new sample. The less hoops professionals have to jump through during the candidate experience, the more likely it\u2019ll be that they complete their application to work with you.<\/p> \n
<\/div> \nThe issue:<\/strong> Candidates have no idea what\u2019s going on with the hiring process\u2014or even if you got their application.<\/h4> \nThe fix:<\/strong> Use application management systems and automated messaging.<\/h4> \nIt can be challenging to deal with a deluge of applicants in this hiring landscape, but that\u2019s no excuse to go radio silent on applicants\u2014especially if they\u2019re a highly desirable candidate. Many companies rely on an application management system that helps manage the process, while letting candidates know where they stand every step of the way through automated messaging, from the moment their application is received, to when it was reviewed, to whether they move on to the next round. Even if you prefer an old-school manual review approach, having an automated messaging system can help your candidate feel less like a cog in the machine, and more like a viable option going through your company\u2019s candidate process. Besides, if you pass on them this time, you may want to keep them in mind for future roles, so why not make the process a pleasant candidate experience?<\/p> \n
True, it\u2019s a competitive market out there<\/a>\u2014but there are still ways to help your company stand out from the crowd, even when you\u2019re all hiring for the same position. It can be tempting to rely on perks and bonuses to lure in candidates, but don\u2019t forget the importance of company culture, growth and advancement opportunities, and a company history that suggests job security and longevity. And make sure information on your company is easily accessible for them to research. Think of it in marketing terms<\/a>: you want to entice them with the company brand, and sell them on a candidate experience that suits their professional lifestyle. Just make sure you hit on the key points succinctly.<\/p> \n It\u2019s tempting to craft job postings<\/a> that detail a position\u2019s every requirement, diving deep into every small task and all the expectations you have of your potential new hire before asking the applicant to jump through multiple hoops to apply. Resist the urge. Job hunting is full-time work in of itself, and you want to make the process of applying easy so your candidate will actually take the leap. The more work you make them put into the application<\/a>, the less they\u2019ll want to complete it. One study found that completion rates dropped by almost 50% when applicants were asked more than 50 questions in an application, and conversion rates jumped by 365% when job listings took five minutes or less to complete. Create a positive candidate experience from the beginning by boiling down your job listing to its most salient points without sacrificing your brand in the process and save all the detailed aspects for the interview process.<\/p> \n Studies have reported that 86% of candidates use their phones when they\u2019re looking for work. Applications can look longer when viewing them on a smartphone screen instead of a computer monitor, so make sure to optimize your job postings<\/a> for mobile use. Then, make them easy to apply to in case your candidate is intrigued enough to move forward right then and there. The more simplistic the candidate experience, the more likely you are to get a full application. Speaking of\u2026<\/p> \n Okay, sure\u2014the last time you posted a listing, maybe you got a lot of candidates who weren\u2019t properly qualified, so you want to circumvent that with a questionnaire. Or perhaps people misinterpreted the job duties, so you want to be absolutely crystal clear on every finite detail of the role by having them do a sample project. But this is an arena where you really need to pick your battles and decide what\u2019s the most important for you as an employer, so you can make the candidate application process easier to handle. <\/p> \n Maybe instead of asking 50 questions, you ask five\u2014and those who don\u2019t nail those five questions don\u2019t make it through to the next round. Or you ask for existing samples that mirror what the role entails, rather than having them create an entirely new sample. The less hoops professionals have to jump through during the candidate experience, the more likely it\u2019ll be that they complete their application to work with you.<\/p> \n It can be challenging to deal with a deluge of applicants in this hiring landscape, but that\u2019s no excuse to go radio silent on applicants\u2014especially if they\u2019re a highly desirable candidate. Many companies rely on an application management system that helps manage the process, while letting candidates know where they stand every step of the way through automated messaging, from the moment their application is received, to when it was reviewed, to whether they move on to the next round. Even if you prefer an old-school manual review approach, having an automated messaging system can help your candidate feel less like a cog in the machine, and more like a viable option going through your company\u2019s candidate process. Besides, if you pass on them this time, you may want to keep them in mind for future roles, so why not make the process a pleasant candidate experience?<\/p> \n
\n\n <\/figure>\n Make stronger connections with tech talent. Download Dice’s eBook, Recruiting Tech Talent with a Marketing Mindset now.<\/a><\/h4> \n <\/div>\n<\/div> \n
\nThe Issue:<\/strong> Candidates are quitting your job application before finishing.<\/h4> \n
The fix:<\/strong> Trim where possible. <\/h4> \n
The issue:<\/strong> Candidates can\u2019t find your job application on their phone.<\/h4> \n
The fix:<\/strong> Make your application process mobile-friendly.<\/h4> \n
The issue:<\/strong> The application process is complicated.<\/h4> \n
The fix:<\/strong> Simplify the wherever you can.<\/h4> \n
The issue:<\/strong> Candidates have no idea what\u2019s going on with the hiring process\u2014or even if you got their application.<\/h4> \n
The fix:<\/strong> Use application management systems and automated messaging.<\/h4> \n