Real Job 2

You can attract better job candidates if you work on eliminating some of the frustrations that are common in the hiring process. New technologies have been introduced that help recruiters keep better track of candidates, but they haven’t eliminated the negatives that seem like an inevitable part of the hiring process. So, what are the common frustrations that job seekers have, and how can we resolve them? We’ve listed out the top five and how to fix them.

No hard data on compensation: The majority of job requisitions don’t have salary information posted, which causes a bind for job seekers because they usually have a minimum amount they can accept or want to accept, based on previous positions held or cost of living expenses. The way to work around this issue is to visit places like and see what has been offered in the past for a similar position at a similar company. Use this information, along with your company budget, to come up with a minimum salary amount that fits within the range.  Then, in the requisition, state the minimum salary but add that it could be higher depending on experience.

No mobile support: All companies by now should have mobile support for individuals applying online for a job. Millions of job seekers are looking for jobs on their mobile smart phones or tablets. If your company does not provide this, you’re missing out.  Start taking a look at mobile technologies that’ll help support job seeker initiatives, and you will make the experience better for everyone.

The resume black hole: No one likes the resume black hole. You send your application in and receive absolutely no feedback from the employers.  This just makes job seekers feel bitter towards your company and they’ll tend to rule out applying again, even if a position comes up that’s perfect for them. They may also share their experience with all of their friends, which can hurt your employer brand. The very least you can do is set up an auto-response email to let them know that their application has been received and they will be contacted further if their experience matches the job requirements. Even better would be to include a timeline on the decision-making process.

The minimum qualifications don’t appear until the end: One thing I hate it when I read through an entire job description only to figure out at the very end that I don’t fit the minimum job requirements. What you need to do is put the minimum qualifications at the top of the job req., so job seekers aren’t wasting their time learning all about a job they’re not even qualified for.

False advertising: I really hate going to a job posting that looks like one thing when it’s really another. For a job seeker who’s spending a lot of time searching for the perfect position, following a lead that takes you on a detour can be the most frustrating of all. My biggest pet peeve is the marketing job that is really a cold-calling sales job. Just call it cold calling.

If you’ve ever applied for a job, you’ve probably experienced most of the frustrations we’ve listed above. The good thing is that there is light at the end of the tunnel. Employers are beginning to use Talent Communities in their recruiting, which allow for a more interactive process that provides ongoing feedback and eliminates many of the common frustrations of the job hunt.

How have you eliminated frustrations and attracted candidates more effectively?


  • Tina says:

    I think that the biggest frustrations for any candidate are the lack of compensation data and false advertising. I don’t really think we can easily deal with the former because it can cause lots of mayhem. Firstly, not all your employees would like if pay data on their position suddenly became public. Secondly, it’s not always in favor of your organization especially if you can’t offer much.

  • Olivia Jackson says:

    As for false advertising, it’s probably done by non-qualified hiring managers who think they can attract candidates by giving those incorrect data and still retain them after they find out; however I’ve never heard of such a case.

  • Roy says:

    In the age of mobile it’s a crime not to have mobile support. They say there’re more mobile devices than people in the world, so how can we allow not reach out to candidates via mobile applications, especially if it’s the quickest way.

  • Kathy says:

    As for me the biggest frustration is the lack of response, especially if you don’t even get a notification that your email or application has been received. Applicants overwhelmingly just want to know what the disposition of their application is. Set an auto-response telling how long their resume will be screened and thanking them for taking time to apply, or if you have enough time do it personally. Don’t be reluctant to inform applicants about already filled positions as well, as it may be the string you can pull in order to get good candidates in the future.

  • Patrice says:

    1.Harrassing phone calls/emails from schools when applying on line. 2.No response from employer. 3.Gaps in employment goes against you. This could be due to illness, family situation, no job availability at that time, or you know what? I just needed a break from the rat race to raise my kids or center myself. The question employers need to ask themselves is can the person do that job well? common sense isn’t so common anymore, is it?

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