The Problem with Your Application Process and How to Improve It
Many agribusinesses may be wondering how to improve the efficiency of their recruiting efforts. The first way to bring about positive changes in the hiring process involves pinpointing the problems with your application system.
Streamlining the talent search reduces costs, but speeding things up can cause you to possibly pick the wrong candidate for the position. In this article, we will explore how to hone the application process to hire the best person for your open position. SHRM data reports that 92% of candidates who click “Apply” on a job post never finish the process, largely due to lengthy, multi-step forms and outdated platforms that are not optimized for mobile devices.
Clearly, companies must take the steps needed to improve their application processes, so they function like well-oiled machines. Anything less is unacceptable and could end up costing you a potentially outstanding employee.
Attracting The Best Candidates
Improving your company’s application process is not easy, because you probably function on a budget with limited resources. Most teams are focused on doable
projects, new platforms, branding innovations, optimizing tools, and site updates. They have little time or funds to allocate on talent acquisition and recruiting.
Persuading leadership to dedicate time and financial resources towards the application process might seem challenging, but the payoff is enormous in the long term. You’ll have more significant application numbers and an impressive pool of seasoned agriculture candidates to choose from.
How Do You Make an Application Process Easier?
As any recruiter knows, you can lose a candidate at any stage of the hiring process. One of the top roadblocks reported by job seekers is problems with online applications.
Keep Application Instructions Clear
If you want job seekers to apply online, then be sure to provide a link to the job application wherever your job description is advertised, whether that is your website, social media, or third party sites. If you prefer they apply via email, then include all contact information and what applicants need to include in their email, such as their resume and references.
Some companies require specific inclusions for all applications. If this is the case, then outline the requirements using precise wording and bullets such as:
- Job reference number
- Resume
- Salary expectations
- References
You want there to be no doubt in the applicant’s mind about what is required before starting the application process. This way, there are no surprises in the middle of the application process that sends the job seeker scrambling to find the required information.
Online Application System Expectations
When using an online application system, let candidates know exactly what to expect before starting the process. Include an overview that states all required information, the number of questions included in the application, and an estimate of how long it will take to complete.
Ideally, you should try out the application yourself to make sure it is simple and easy. Create a mock application and work through each one of the steps as if you were a job seeker.
Request that others at your company also complete the mock application. You want to determine if it is easy to understand or if applicants might become confused or frustrated which will lead to a high abandonment rate.
Focus on Short Applications
Yes, you want the application to answer critical information about the job seeker, but you also don’t want the process to become tedious or lengthy, causing candidates to drop off before completing it.
The perfect length for any application is typically only five pages and less than 15 questions.
Weigh the questions you are using in your application process. Try to categorize them in the following way:
- Necessary questions
- Questions to ask later in the screening process
- Unnecessary questions
Remember to save the long questions for the interview process. Take the time to shorten all the necessary questions and make them easy to understand. Offer multiple-choice or drop-down options to speed things up.
AgHires recently conducted a survey of over 700 job seekers in the agriculture industry. When asked about the application process, 31% said they expect an application to take 2-5 minutes to fill out, while 35% preferred a 6-10 minute application.
To help achieve a short, simple application process that doesn’t turn away candidates, employers should avoid choosing a method that requires candidates to both upload a resume and input details of each of their work experiences in a text field. This requires extra unnecessary time and effort, as those details should already be listed on their resume.
Send a Confirmation Email
Upon completion of an application, a job seeker wants to know that you received all their information. Send them a confirmation via email, letting them know your team has received everything and will contact them soon.
Automate a dedicated confirmation email that will go out for all incoming resumes and applications.
How Can I Improve My Online Application Process?
Here are a few key ways to improve your agribusiness’s online application process:
Links and Load Times: A common point of frustration is broken links or extended load times. You may be required to work with your web developer to resolve these types of issues.
Save Option and Return Later Feature: No one likes to fill an application out halfway and then encounter a glitch that causes the loss of all progress. Ensure there is a “save” option at least midway through or allow an applicant to save everything, leave, and return to the process later.
Upload Ease: If you want job candidates to upload a cover letter, resume, or references, then make sure the process of uploading documents is straightforward.
Review Before Submitting: Let applicants review all attachments and responses before they take the step to finalize their submission.
Mobile Device Optimization: Candidates are applying for jobs on the go, meaning they’re using their cell phones more than ever to apply for positions rather than waiting to open up their laptop at home. Ensure your application site is optimized for mobile devices like cell phones and tablets.
Automate Where Possible: If you receive a high volume of applicants for your company, consider implementing automated emails that send to candidates you are not moving forward with, rather than manually emailing every applicant. As mentioned above, you also want to have an automated confirmation email go out to all applicants.
The Candidate Experience
When thinking about your application process, keep in mind that your application is the first step of the candidate’s experience during your hiring process. If your application process is a frustrating mess, you will likely turn candidates off right out of the gate. If you’re lucky enough that they still complete the application and apply, it’s less room for error you have as an employer for the rest of the hiring process. Remember, hiring is a two-way street, and candidates are vetting you just as much as you’re vetting them.
Partner with Agriculture Recruiters
Suppose you do not have an in-house talent acquisition branch or recruiters. In that case, you might want to hire an experienced agriculture recruiter to find the best candidates to fill your agriculture business’ positions. Picking a niche recruitment firm does have its perks.
With an ag recruitment firm, you can let the pros do the hiring from start to finish. They will carry out a focused strategy that reaches an extensive network of quality candidates.
Working with an agriculture recruiter will give you access to an even greater pool of skilled job seekers.
