June 6, 2022
February 18, 2025
Progya M
One of the ongoing sources of stress in hiring professionals is the unpredictable candidate behavior in this extremely competitive talent landscape. To address this issue, HR professionals and influencers have embraced solutions that support an amazing candidate experience and cater to the candidate-centric job market.
The candidate drop-off rate is the applicants who begin the application process but do not complete the entire recruitment process. According to Glassdoor, almost 80 % of candidates do not finish the application process at all, meaning recruiters lost many candidates who otherwise could have been engaged and added to the recruitment marketing funnel. When companies run high-volume hiring, a high candidate drop-off rate is not a good sign of successful recruitment metrics.
For any recruiting strategy to succeed, it is important to not let small things go unnoticed. The small tweaks in the recruiter’s actions such as the way candidates are approached and followed up make a lot of difference. There are many reasons why you might be losing candidates-
The recruitment process is very dynamic; constantly changing with digital transformations, economic growth, and societal needs. Therefore, HR professionals need to constantly adopt new technologies to deal with new challenges.
Relying on applicant tracking systems (ATS) allows you to standardize the entire recruitment process by eliminating the repetitive, mundane tasks that recruiters have to perform every day. Depending on the organization’s requirements, recruitment software can be deployed either to automate the entire process or to customize a particular stage of recruitment. With an ATS working at your fingertips, you can easily focus on just sourcing high-quality candidates by automating a significant part of the recruitment process such as candidate sourcing, resume parsing, job posting, pre-screening assessments of candidates, and interviewing, onboarding, etc. While posting jobs, recruiters can choose from a variety of job requisition templates and post them to numerous job boards with a single click. Using an ATS also allows recruiters to define the path of the application process for the candidate. They can choose from a given set of questions in the pre-screening stage, making the information gathering more interesting and thereby attracting more candidates.
In a busy candidate market, it is difficult to engage with candidates. The use of recruitment CRM gives each candidate a fair by keeping them in a loop for each activity. Recruiters can send timely messages and notifications about the recruitment processes. With CRM tools, each conversation with the candidate is recorded despite their channel of communication. This saves significant time for a recruiter that he/she spends on manually communicating with each candidate. This improves the candidate’s experience by creating a positive impression of the company. By building career pages, you can showcase the employee value proposition and culture and attract candidates to the page.
To increase applicant rates and decrease candidate drop-out rates, recruitment has to be proactive than reactive. With a change in the global workforce environment, candidates are more aware of their position and worth. To generate a steady stream of successful hiring, recruiters have to be more considerate of candidates’ opinions and demands.
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