These 3 Mistakes Can Disrupt a Candidates Experience

Applicants in today's internet job market
expect some leeway from the time they first peruse your advertisement through
the on-boarding process. Auditing the stages of the recruiting process is an
excellent place to start when trying to improve the applicant experience to
match the realities of the modern workplace.To help you avoid making these three
blunders, we've come up with several easy-to-implement fixes that will
significantly impact you.1. Taking the screening procedure too
seriously.A phone interview is a common way for
recruiters to learn more about an applicant or exclude those who don't fulfill
the minimum requirements for a position. However, if you have a lot of applications,
a screening call isn't the best technique to filter down the field.Resumes don't always reveal all of an
applicant's qualifications and expertise, so that technology alone isn't ideal
for screening. These methods not only add extra work for you but can also
hinder the progress of a job candidate eager to get forward.On the other hand, screener questions
added to the application process can help filter out applicants who don't have
the bare minimum of necessary experience and abilities while also offering
insight into the applicant beyond what can be found on a CV. It's a quick and
painless approach to discovering your required qualified staff.2. Investing an excessive amount of energy
in routine activitiesAttracting, sourcing and engaging applicants
can be a time-consuming and resource-intensive process. After the initial
screening process is complete, there are still a number of mundane chores that
must be completed, such as arranging interview times and engaging in extensive
back-and-forth conversations with prospects.If you're trying to hire in bulk or fill a
particularly difficult position, even seemingly insignificant chores can
quickly stack up and divert attention and resources from improving the
applicant experience. Furthermore, a lengthy and complicated hiring procedure
might damage your company's reputation as an employer.By automating routine administrative
activities, you may drastically reduce the time it takes to fill open
positions.The time it takes to fill a position with
the ideal candidate can be reduced from weeks to days. More than that, it
allows you to put your attention where it belongs: on making the genuine,
personal relationships that are the bedrock of every successful hiring effort.3.            Using
an excessive number of implements at onceThe use of technology in recruiting has
allowed for significant advancement in recent years. And while there are many
resources available to assist with various aspects of the recruiting process,
such as identifying potential applicants or organizing interviews, at what
point does having too many options become counterproductive?Every recruit takes time and introduces
room for error when employees must repeatedly move between several tools like
spreadsheets, emails, and video conferencing software. Neither is cheap when
you aim to provide the candidate with the smoothest possible application
process.Hire with LocalSkillIf you're having trouble attracting and
retaining the best candidates, consolidating your hiring processes into a
single platform may be the answer. LocalSkill is one of the best pharmacy staffing
agencies with cutting-edge recruitment solutions.With LocalSkill,
Increase the quality of your applicant experience with less effort and more
ingenuity. Delivering a five-star applicant experience requires minor
adjustments to your routine, and automation is the way to go.