Top 10 Recruitment Problems You Can Avoid With AppliView

There are many factors that can cause delays in your hiring process, and delays can sometimes lead to lost candidates or rejected offer letters. Below you will see 10 of the most common recruitment process problems that organizations have but they haven't done anything about it.

Candidates have to leave your careers page to apply

Candidates play a big role in online applicant tracking system but sometime their experience is not good with employer's ATS.

         Sometimes they have to download the application form and fill that manually, which the worst thing in modern days. It causes so many issues like unavailability of printing devices, Need to send it by post, fax or scan copy in email. Sometimes they can't open the application page because it requires some additional plug ins. Sometimes, when they click on apply button, it will redirect them to other site, which is awkward thing. Let them apply at your website.

These type of reasons will create the drop ratio of candidates, who are willing to work for you and they left the portal.

You’re using too many job boards

Use appropriate ATS which has integration of enough job boards and social media apart from using multiple job boards. It will reduce your efforts and save your money.

You aren’t storing great applicants

Sometimes, you get very strong candidates through emails or any other sources but you don't have position for them. Store those applications carefully and easily accessible so when you get the position open, you can contact them by putting couple of key words. Doing this you will save lots of time, money and it will reduce your time-to-hire, and also improve your recruitment brand.

You’re ignoring social media

Social media is a free platform for you to use for the recruiting. Many organizations already have a pre-established community of followers on social media, whether that’s on Twitter, Facebook, LinkedIn or even on YouTube and many other social sites, so if you can post the blogs, product updates so you can also post jobs there. Think about it!!!

You’re depending on recruiting agencies

Agencies can be very helpful when you have a specific role, or you just don’t have the resource to find suitable candidates – however, they are bit costly.

Using job boards is also a better option, you get a large choice for candidates, You have same access like agency recruiter but still you need so the process manually to find the suitable candidate, however it's little cost effective.

Your hiring process is not linked internally

The ideal situation would be to get a product that has recruiting, interviewing and all type of recruiting modules within their system, so that you can access everything from one location, and each candidate has a specific id that collates all information relevant to their application automatically.

You aren’t talking to your candidates

You should contact every candidate that applies to your company so that they know you have received their application and what the process to follow will be. You should then contact every candidate who is unsuccessful to let them know that they haven’t been selected. It is equally important to communicate effectively with the candidates that you are interested in employing, as all too often candidates will accept another job offer as a result of poor communication, or a delayed contract of employment. Automating your emails and introducing text messaging is a great solution for this, not only does it solve the communication problem completely, but it requires no additional administrative work.

You don’t know where the best candidates are coming from

You should be able to see the report on where the best candidates are coming from, whether it’s a specific job board, an agency, a social media site, a referral or a direct application from your careers page – having this information will enable you to invest more in the areas that deliver the best results. Using data from your reports will enable you to recruit better candidates, faster, and for less money.

You’re interviewing too many candidates

Each interview, on average, takes about an hour, if you interview 8 people per role, that’s a whole working day lost to interviewing, not to mention the time it took to arrange the interviews, perhaps  rearrange the interviews, or even when you have a candidate who doesn’t turn up when you’ve set an hour aside – you can quickly lose a lot of time.

      Skills-based tests will allow you to filter down your chosen candidates from the original resume filter; you can choose the top 3 to 5 scores and decline the rest. You can then look at Psychometric tests to find the best personality fit for your organization, and again, reject a further 2 or 3.

In total, it would take you no more than 10 minutes, per candidate, to go through all 3 of these filtering stages, and then you can allow for an hour for the face to face interview should you see that it is necessary.

You accept Resumes in multiple formats

One of the most time-consuming parts of the recruitment process is the initial filter of all CVs. The best way to remove this problem is to digitalise your entire application process and create a standardized way of submitting an application. You can get an application form that covers all of the questions you would normally ask on a paper application, and you can also allow for word documents of the candidates CV to be uploaded; this would then be ‘parsed’ and the information would be stripped out into sections. The candidate could then fill in unanswered sections to complete their application.

 

Conclusion

There are many areas in the recruitment process that can become costly, especially if you recruit 15 – 20 times a year or more.

           There are specialist products designed to help you completely streamline your recruitment process, giving you the control to manage any level of recruitment in-house, comfortably and efficiently, attracting the best candidates, building a reputable employer brand and driving associated costs right down.

 

You must try the AppliView.