Companies have historically justified long application processes by arguing that they help weed out unmotivated applicants and that skilled applicants who are invested in the job will push through. Many studies have found, however, that job candidates tend to be turned off by difficult job application procedures regardless of their skills, personalities, and levels of investment in the opportunity.
Furthermore, jobseekers tend to feel the same way about excessively long and complex screening procedures. Employers that impose extra requirements, such as presentations or work samples, without a clear reason are unlikely to find favor with candidates. Applicants that endure an extended screening process but don’t receive an offer are also that much more likely to burn bridges with the involved companies.
Most companies add these additional steps to their hiring procedures to get the clearest possible read on their candidates and lower the risk of a mishire. It’s important, however, to evaluate the necessity of every step in your application and screening processes. You need to be sure that candidates clearly understand why you need these practices to ascertain their potential for success in a particular role. Eliminate superfluous steps, such as requiring candidates to create online logins they’ll never use again or asking them to supply you with information already on their resumes.
To simplify your hiring process, you can consider using an online resume maker that automatically extracts key information from candidates’ resumes. This can help reduce the need for manual data entry and speed up the screening process, ultimately making it easier to evaluate candidates and find the right fit for your team.