LinkedIn is full of articles relating to the candidate experience. Of course it’s vital that any company promotes its brand in the best possible light and can attract the types of candidates it requires, but is it too easy to apply for a job and what impact does that actually have?
I’ve posted a few comments on Google’s 2,500,000 per year job applicants – I tested the application process myself and it took me less than 2 minutes. It’s no wonder they are inundated with response.
As for the job boards (and I include LinkedIn in that category) – it’s even faster, just 2 clicks and you can apply for any job regardless of your background. I am an advocate of using technology and the digital era to speed up processes but have we reached the point of it being counterproductive?
WHAT DOES THIS MEAN FOR A CANDIDATE?
You can shop for jobs like you do for groceries. Some of the leading job boards have shopping carts! What’s more, with thousands and thousands of jobs available, and it being so easy to apply, can we expect job seekers to read each one in detail and then apply to only those that exactly match their experience?
Candidates are left frustrated when they receive auto emails from agencies or companies but the reason why this is automated is due to the vast volumes of unsuitable CV’s received for any advertised role. Hiring teams have little choice but to revert to matching words on a CV to that of a job specification (read my related article on the End of the CV?). It just isn’t possible to respond to every candidate individually who applies.
IS THE ANSWER TO STOP ADVERTISING?
I don’t think that’s the right solution at all. Employer branding is still very important and many industries still find it hard to attract the right candidates.
IS THE ANSWER TO MAKE THE APPLICATION PROCESS MORE DETAILED?
Perhaps, although this is a highly debated subject. Candidates want a fast way to apply, employers don’t want to lose out to candidates who may not have the time or desire to fill in application forms and have to complete various tasks – but then complain about the volume of unsuitable candidates who apply.
WHY DOES IT MATTER?
There is a tangible cost to a business (be that an agency or a company) for managing job applications. I’ve spoken to numerous Talent Acquisition Directors who want their teams to have more of a strategic and pro-active focus but they are so bulked down with administration that it’s virtually impossible to be anything other than reactive.
There needs to be a better way…
WHAT IS THE ANSWER?
I’d be interested to hear people’s views on this! What’s been your experience and what would you like to see happen from both a job seeker and a employer/agencies perspective?
