More than 80% of job seekers use their mobile to apply for jobs, and of those more than 60% quit in the middle of filling out online job applications because of their length or complexity. Specifically, job applications requiring more than two to three pages on mobile are particularly prone to drop off: job seekers are just not willing to fill out multiple application pages. Not only that, but 68% of employees believe their candidate experience reflects how the company treats its people. As it turns out, the present state of candidate experience deters the majority of candidates from pursuing your job openings.
It’s time to look closely and solve this problem.
Candidate experience is the centerpiece of your talent acquisition engine. Delivering poor experience makes this engine fail and pipelines dry up. Recruiters reach this watershed a-ha moment when they try themselves the experience they put candidates through.
While counterintuitive, the business cost of bad candidate experience goes far beyond lost candidates and unattractive employer brand.
Here’s why: the job seekers who are willing to put up with bad candidate experience are most likely those who lack other options and those who have poor job prospects—a problem known in economics as a “market for lemons,” or adverse selection in the more formal economics jargon. In other words, the hurdles you put in front of people ensure, perversely, that you end up with the candidates you want the least!
What do you then to turn this dynamic on its head?
You’ve got to redesign your mobile-centric candidate experience from the ground up to deliver one that is usable, satisfying, delightful, rewarding, engaging, efficient, aesthetic, and memorable.
As Joe Leech put it,
A designer who doesn’t understand human psychologies is going to be no more successful than an architect who doesn’t understand physics.
Making the candidate experience rewarding is particularly valuable. The principle of variable rewards says that people will interact much more eagerly when the reward is not predictable or known. For example, each time people go to Instagram or Facebook, they are not sure if someone has reacted to a post or picture they may have uploaded earlier, and if so, how. The experience lures the user into finding out, quickly and often!
There are clear and simple ways to make your candidate journey deliver unexpected rewards and a winning experience!