5 Ways HR Can Improve the Applicant Experience

We recently received a comment on one of our blog posts from a frustrated job seeker, someone whose applications had fallen into the proverbial “black hole.” Keith (not his real name) applied for jobs that aligned perfectly with his experience and skills—yet, no replies. When he did receive a response, it was a generic message such as “Thank you for applying. While your experience and skills are impressive, they do not match what we’re looking for right now.” If you have looked for work, you’ve likely had similar experiences.

I’ve been on both sides of the resume, as a recruiter/hiring manager and as a job seeker, and there are opportunities to improve for all parties involved. In this blog post, I’ll focus on HR’s role in creating a valuable experience for job seekers, one that can impact your ability to hire the most qualified candidates.

1. Know the job. Understand not only the duties that are essential, but also the behaviors that will best fit with the organization and the department. 
2. Use limited pre-employment questions and make them targeted so you can learn what you really need to know. Nothing is more frustrating to an applicant than rehashing the information on their resume into open-ended comment boxes.
3. Use an objective scoring system. Also, specific measurables will help you determine which candidates best align with the requirements for the job—don’t just go with your gut.
4. Respond to everyone who applies.
5. Create a wonderful experience from start to finish. View applicants as your customers—because they are customers. 

From the application process to the interview to the timely follow-up, your ability to provide a positive experience will go a long way toward your future recruiting efforts, your organization’s image, and your role as an HR professional.

Linda Dausend is a consultant at FlashPoint. She consults with clients on talent management, helping to align their human resources programs with organizational strategies.