At Professional Outlook, we know how important it is that talented candidates have a good application experience and timely communication with a prospective employer. Contracting experienced, specialized recruiters for key positions can dramatically improve the process.
For example, a recent study by CareerBuilder showed thatÂ more than half (56 percent) of employers who recruited new employees in the last year reported that a candidate rejected their job offer. The study, which tracked more than 800,000 workers, also shows how employers may be losing out on talent â€“ and business â€“ if someone has a bad experience applying for a job with their company.
Key findings include:
Myth:Â The failure to acknowledge a job application won’t impact the company.
Fact:Â â€¢ 44 percent of workers who didn’t hear back from an employer when they applied for a job said they have a worse opinion of that employer.Â In a separate study, nearly one-third of job seekers (32 percent) reported they are less likely to purchase a product from a company who didn’t respond to their job application. 
Myth:Â What happens in the recruitment process stays in the recruitment process.
Fact:Â â€¢ Bad experiences can go viral or at least spread throughout someone’s personal network. Three-in-four workers â€“ 78 percent â€“ said they would talk about a bad experience they had with a potential employer with friends and family.Â Seventeen percent said they would post something about their negative experience on social media and six percent said they would blog about it.
Myth:Â Just hearing from an employer in a tight job market is enough to keep the candidate’s interest.
Fact:Â First impressions can sometimes cause job seekers to eliminate the employer from consideration altogether.Â When asked to assess the recruiters who contacted them, one-in-five job seekers (21 percent) reported that the recruiter was not enthusiastic about his/her company being an employer of choice.Â Seventeen percent didn’t believe the recruiter was knowledgeable and 15 percent didn’t think the recruiter was professional.
Myth:Â The top reason why workers apply to a job is salary.
Fact:Â What will initially pique the candidate’s interest in applying is often tied to proximity, perception of the company and industry, and growth opportunities.Â Location was the number one reason candidates submitted an application (45 percent), followed by desirable industry (33 percent), reputation of the company (25 percent), interesting assignments (23 percent) and advancement opportunities (22 percent).Â While competitive compensation is important, it ranked sixth for why candidates said they applied to a job.
Myth:Â The top reason why workers don’t apply is content in the ad.
Fact:Â Good content in a job ad is critical, but technical issues are more often the culprit behind workers dropping off from applying to a job that may be of interest.Â Workers cited a link that wasn’t working and computer/Internet problems as the top reasons for not applying to a job.Â The application being too lengthy rounded out the top three.
“How your employment brand is presented to job seekers from the moment a job is posted can have a lasting effect not only on your ability to acquire talent, but your business overall,” said Sanja Licina, Ph.D. and Senior Director of Talent Intelligence at CareerBuilder.Â “First and foremost, it’s important to acknowledge candidates and keep them informed.Â Make sure that the dynamic work experience you describe in your job posting is further supported in phone or face-to-face conversations.Â In addition, continually ask for feedback to see where your applicant process shines or where there are opportunities to improve.”