Once upon a time applicants simply walked into your office and handed in a resume or asked for an application. Then along came the applicant tracking software, and everything moved online. The ATS was supposed to make it easy for candidates to apply and for employers to manage the deluge of qualified applicants chomping at the bit to join your company. Then the rise and popularity of mobile phones and apps have forced employers to take notice, and update their online applications to become more mobile friendly.

The prevalence of mobile job search across generational groups, occupations, and on a global scale cannot be ignored. Employers today have no choice but to optimize their jobs for mobile. The alternative is to miss out on far too much talent. The Unstoppable Rise of Mobile Job Search: What Employers Need to Know

Making It Easy to Apply

When was the last time you reviewed your ATS or online application? Was it when it was installed? If that was more than two or three years ago, it’s time to revisit your application with an eye to making it easy for applicants to find it, and apply on any type of device.

1. Don’t Hide Your Employment Page.

The number one item I tell employers to do is make your career center or employment page easy to find on your website. Sounds obvious, sounds simple, right. However, far too many employers make it difficult to find on their webpages. If an applicant has to click more than three or four times to find your career page, you could be losing out. An applicant should be able to go to your website www.yourwebsite.com and immediately know how to find information about available jobs. In an ideal world, your “Careers at Company” link is in the top-level of your website navigation across the top of the page. Alternatively, it’s listed as a sub-navigation item on the “About Us” link. It’s also included in the footer of all pages.

2. Review Your Job Descriptions.

The job description listed on your employment page does not have to be a novel. It’s not a technical document, it’s an advertisement. It should, of course, list a summary of the job duties, requirements, who you’re looking for. For SEO purposes, each job description should have its own webpage on your website.

3. Review and Edit Down Your Employment Application.

I’ve worked with far too many employers who absolutely required having a date of birth and social security number on their employment application. In the past yes, perhaps that was a requirement, but now, no, not at all. Why would anyone in this day and age give up this incredibly important information to someone they may never hear from again, and who has not established a mutual interest with them?

A typical online employment application consists of the following items:

• Personal Information, Name, Address, Phone Number, Email Address.
• Referral Source
• Availability
• Skills
• Education
• Work History
• Licenses
• Military
• Gender / Ethnicity Survey
• Scoring Questions or Knock Out Questions

There may be other sections added depending on the company requirements.

A 25-Step Job Application Kills Mobile Applications, Making It Near Impossible to Apply

So if all of the above is absolutely required, what can you cut out?

My recommendation is to cut out as much as possible. Try on a shorter application for size with just a resume upload and cover letter. Maybe keep four or five questions that are critical to your hiring managers.

Try testing your formal online application on your desktop or laptop, and then doing a separate test on a mobile phone. Note how many sections you have on your application, how many questions overall. How long did it take you to complete on each device. Were you able to complete the application without errors?

Getting to know your own employment application process will ultimately help you build a better application (or ATS) and improve your candidate experience.

 

Questions About Getting a Better Candidate Experience or Employment Application? Contact Me.

Since 2005 I have been helping small and medium sized business in all industries improve their recruitment processes, increase their candidate reach, build employment brand, and make attractive, magnetic career centers. Let me help you build your talent network, increase your candidate reach, and find your best candidates using proven recruitment marketing techniques.

Call  (860) 478-2760, text, or click today. Happy to chat if you have a question.