Do you know which essential step in the recruiting process is often overlooked by recruiters? The answer is in the title: it’s about application tracking.
An infographic from the Super Agence shows that 65% of candidates say they have never or rarely received a response to their ask. We understand that this can be frustrating, especially when applicants spend time building their applications.
However, companies have every interest in putting in place an efficient applicant tracking system.
What do we mean by application tracking?
Before we dive deeper into the subject, let’s remember what application tracking is. It can be defined as all of the company’s communication and feedback actions on an application received.
More concretely, it is the fact of giving the candidate useful information on the status of his application, by phone or by e-mail, most often.
The impact on the candidate’s decision
It is not just a matter of informing the professional of the company’s decision. The objective is also to make him want to continue the recruitment process or even accept a job offer if his profile is selected. And if the candidate is not selected, care must be taken not to leave a negative impression on him or to shut the door on him permanently.
It’s a fact: the way you communicate with your candidates affects their decision whether or not to work for your company.
Let’s go back to the figures revealed by the Super Agence infographic:
- 85% of respondents believe that no human being took the time to consider their candidacy.
- Of those who receive a notification, 51% report that it was received after the one-month deadline, at least.
- 60% of candidates say they would like “better communication, before, during and after the recruitment process”.
- Candidates who have not received feedback on their application are 3.5 times more likely not to want to apply to the company anymore.
You understand the quality and the timing of the exchanges are essential in the follow-up of applications.
Follow-up of applications and employer brand
The way you track applications also impacts your employer brand.
Professionals often speak up about companies on social media, like LinkedIn or Twitter, but also on company review sites. Those with a negative candidate experience are more likely to give their opinion than those with a positive experience.
So much so that 60% of employers have discovered negative comments on the Internet regarding their recruitment process.
When we know that a large majority of candidates ( 82% ) inquire about the company before sending their application, this is important.
Thus, a company is known for its long recruitment process and whose follow-up is unscrupulous risks discouraging the best candidates. In the long term, the company may encounter difficulties in meeting its recruitment needs.
Tracking applications are therefore very important in the talent acquisition strategy.
Do you want to improve your employer’s brand image? Start by doing an audit and put in place the best strategies to make your attractive company for candidates.
How to improve the follow-up of applications?
You are certainly familiar with the adage “the customer is king”. It also works great for applicants!
If the customer experience is often well anchored in the mentalities of companies, the most modern HR departments are aware of the importance of candidate experience.
In addition to the impact on the employer brand that we saw above, it is about putting the candidate back at the heart of the recruitment process. By considering each candidate as a potential collaborator, you are building the foundations for a healthy and lasting relationship.
And to maintain the interest of your candidates and make them want to join you in the adventure, but the following tips into practice:
- Personalize exchanges. Make your candidate feel that they are not just one profile, but that their skills and personality can benefit the company and other team members. In your interview follow-up email, for example, make reference to an anecdote you brought up together. You will show the candidate that your meeting was remarkable.
- Invite the candidate to speak. If the follow-up of applications must be carried out on the initiative of the company, the candidate also has a say. A job interview is often a stressful event. Thus, it is not uncommon for questions to come to the candidate’s mind after the interview is over. Show that you are available to answer any questions.
- Involve the candidate in the recruitment process. Where possible, ask for the candidate’s preferences for follow-up on the application such as the means of contact or the date and time of the next interview at https://broessay.com/, for example. Not only will they feel valued, but you are likely to leave a positive impression, even if the application is ultimately unsuccessful.
- Be enthusiastic! While recruiting new employees is a formal activity, nothing prevents you from adding a warm and friendly touch. This is a good way to give an overview of your corporate culture. Beyond the salary or the position, the work atmosphere has an important influence on the candidate’s decision.
Technology at the service of application tracking
Have you ever forgotten to respond to an application? We don’t judge you, we are human after all. It must be said that 51% of recruiters receive more than 21 applications per position. Good organization is therefore necessary!
Fortunately, today there are powerful tools to track applications efficiently while saving you time.
Simple monitoring tables produced in Excel are sometimes sufficient for small businesses that recruit little. But for those recruiting activities are more consistent, it may be beneficial to equip yourself with an ATS (Applicant Tracking System), also called recruiting software.
It not only allows you to sort the applications but also to bring together the information collected during exchanges or interviews, in a single space. It becomes easy to see the status of the various applications received, at a glance.
Thus, the application follow-up is precise and efficient. By taking advantage of technology, recruiters have more time to build strong and authentic relationships with their candidates.