How to Get Better Candidate Applications

With the job market in its current state, everyone is looking for and applying for new jobs. Unfortunately, that does not mean you will be getting solely stellar applicants and it can be a lot to sift through everything to find only a few good candidate applications. Even so, they might not end up being the right fit for you or the job position. So, how do you go about finding the best candidates and filling the role quickly? There are a couple of steps you can follow to ensure you get better candidate applications from now on.

via Pexels

Enhance Your Employer Brand

Most applicants search the company they are applying for to ensure that their brand matches their own ideals. For starters, an employer brand includes the tone of voice in which you write your compelling website copy and job descriptions. This should be a cohesive tone to show that your brand is united.

You should also include information on employee benefits and company culture on your website. This way, the candidates applying to your open roles will know what benefits you offer and if it works for them. You will not lose time just explaining your company and the benefits during the beginning of the interview process, nor will you receive candidates whose goals and values do not match those of your company. You can also advertise a competitive welcome package, including a sign-on bonus to entice more people to apply.

Better Job Descriptions

Speaking of your compelling job description, this is your advertisement to the candidates, so it is incredibly important what information you include and do not. You need to lead with a clear title, followed by specific duties the roles must fulfill. This will give the candidate a clear vision of the role and what they will be doing day-to-day. Do not include absolutely every duty and really focus on the main roles for this position.

Next, you should include requirements in the experience that you are looking for, such as certain degrees or years of relevant work. Depending on where you post your job description, it may not let the applicant submit their application if they do not have all of the required experience. This may be helpful for you if the preferred skills are really necessary. However, do keep in mind that some candidates may be fit for the role even if they do not check every necessary box! It is still worth it to look at other candidates, but this can help separate them by qualification levels.

Streamline the Application Process

After the candidates read the job description and decide to apply, the application process needs to be streamlined. Keep in mind that many candidates are already working in a different position as they look for a new one and job hunting is a stressful process. A long and lengthy process just to submit their resume often turns away even the most tenacious and hard-working candidates. Some turn-offs for candidates are: uploading their resume and then still filling out their work experience, creating an account just to apply to one job, and submitting a lengthy test task just to apply. By keeping the application process simple, you will pull in many strong candidates.

This does not mean the application process has to be too quick and easy, as that can cause people to submit without reading the full job description. By asking for a cover letter, a portfolio, or other personal links, the candidate has to still take time to tailor their application to you and your company.

Communicate with the Candidate

Next, you need to communicate with the candidates who apply. Send an email to confirm you received the application. While it can be automated, you should still respond to any emails they send in return. If you choose this candidate to interview, you should be open about your hiring process and not simply ghost the candidate. If you choose not to hire them, send a rejection. If the candidate asks, provide them with feedback.

By communicating with your candidates, you are creating a more positive view of your company and they will be more willing to provide feedback for your process. Candidates ghosted or confused by your interview process share their experiences on other job searching sites and other job seekers. Negative information leads to fewer applicants willing to submit their resumes for fear of the same treatment. The best candidates know their worth and are not going to settle for less.

While there is no way to prevent poor candidates from applying, following these steps will help you get better candidate applications so you can find multiple people who would be a great fit for the company. These potential applicants will be enticed by your company and job description, and will be able to complete the application process so their resumes show up on your desk.