Job Hunting – An Applicants Perspective
Post. Interview. Hire. Repeat. Ever find yourself in this routine? So often we’re focused on this same task that we lose sight of why we are doing it, or if we are even doing it right. When was the last time you reviewed your application process and how it affects your candidate pool? Did you ever think that your application process actually affects the amount and quality of your applicants?
Let’s look at the modern day application process. If you are like the majority of companies, you fall into 1 of 2 camps. Either applicants email in their resume for the specific role they are applying, or they fill out a somewhat detailed application that gives you a bit more insight into that individual. Let’s take a moment of silence for those who are still accepting paper applications…
But what does this mean for the applicant? If I am standing in my applicant’s shoes, or sitting in their chair perhaps, what impressions am I receiving when applying for a job?
As a job hunter, am I just shooting my resume in the dark hoping to hear something back in a few weeks? There are tons of applicants doing just that. Many applicants take the “Tommy Gun” approach of “If it’s easy to apply for, then I can apply to 100 jobs while sitting on my couch, and hope to hear back from one eventually.” These applicants are unmotivated and if your application process calls for just that, I would imagine you spend a lot of time reviewing unqualified applicants. If you are using this process, it is not working for you, you are working for it.
Or perhaps your application process is a little more intensive. Maybe after they upload their resume they complete a digital application that will input them into your database. Hopefully you are able to create simple online interviews that grade the applicant in real time. Think of the people that complete a more detailed application. They are taking the “Sniper” approach to job hunting. They are the precision shooters who want to work for your company.
Next time you post, interview, hire, and repeat, think about your application process and how it effects your candidate pool.
