As a CEO, EBITDA is your top priority, excepting those CEOs who are building unicorns where only debt and growth matter!
It is widely accepted that ‘people’ have the biggest impact on a company’s success, so HR’s ability to attract and land the best talent is key.
Ok tell me something I don’t know … putting it simply for the CEO, crappy staff means …
Slow growth, losing customers, poor brand, rising people problems, slower sales and lower profit
… There is one area, as a CEO, you can look at that can have a huge influence on hiring success and signal you are engaged with your talent team – it’s also something that reflects directly on you … and here it is …
Your online application process!
Yep, something so simple and yet so potentially damaging. Whether or not you feel you have a problem hiring talent, if your application experience is broken, badly built or created by someone who hasn’t grasped the consequences of an excruciating application process, you may only be ‘selecting in’ the average and may NEVER know what great talent is walking away.
I have witnessed untold quality candidates abandoning painful application processes in the same they would a bad online shopping experience.
If you are the head of a business reading this, I challenge you to take a 15 minute lunchtime test. Turn yourself into a mystery shopper candidate and…
Try applying for a job in your own business
If you are too busy, you might want to consider, so too are all the most talented applicants. Still need convincing? Here are a few real and live application examples I have tested to make the point.
I hope these are not yours … ?
This is a UK role. The application could not be completed unless the applicant lied! Can’t imagine this is an aptitude test.
Really?! What Senior Manager is going to complete this? And for context, this was screen 3 of 5!
This kind of information sourcing makes everyone feel uncomfortable.
Applicant thinks: “I’m not filling in all this, what will they do with my data?”
This is just plain laziness, getting the applicant to recreate their CV on your behalf, or perhaps an applicant tracking system that is so old it can’t consume the CV data. Either way what TOP talent is going to spend their time filling in endless fields of data that is already on their CV?
Applicant thinks: “I don’t have time for this!” or…”If this is how bad the application system is…what’s the rest of the business look like?”
A redirect from your company careers application process can breed mistrust and confusion especially if a new or different company name pops up without any indication. The top talent have found YOU and applied direct with you and don’t want to create an account or add personal data to an unknown company.
The FACT is that the best applicants may NOT have followed through in any of these examples
This is worrying when you consider that losing a single quality candidate could make a difference to an underperforming team, you hitting your personal bonus or your business achieving profit.
So, after your 15-minute mystery shopper trial, ask yourself these questions:
How easy was it?
How much time did it take?
Does it inspire you or turn you off?
Do you trust it with your personal details?
Does it ‘work’ for YOU?
How does it make you feel?
Would the best candidate for the job go through this process?
Is your application process actually filtering out the best candidates – leaving you with a pool of ‘average’?
If YOU don’t check you’ll never know, and if what you find is over-whelming, give us a call we’ll help you.
Peopley has recently been shortlisted for Best Candidate Experience & Best Supplier Partnership against stiff competition from some of the UK’s biggest employers in the 2020 FIRM Awards (Forum for In-House Recruitment Managers).