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What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

When Should Recruiters Not Bother with Employment Applications?

by | Jul 11, 2019 | Employment Applications

When Should Recruiters Not Bother with Employment Applications

For many applicants, today’s online application process is the black hole of the job search. Candidates wade through a bureaucratic employment portal that requires a login, a resume upload, and redundant manual entry of the same data already found on the CV. Often, these portals have technical problems that cause hiccups in the application process. If you do make it through, the automated system may discard you immediately because you don’t have enough keywords to fit the job.

This is exactly why 60% of applicants abandon their applications. The modern labor market is impatient with the time and energy it takes to apply online, and most often – or never – hear anything back at all.

Here’s why the online application process will become increasingly obsolete as next-generation applicant tracking systems eliminate the busywork of these outdated systems.

Why Online Job Portals Don’t Always Work

Any job seeker will tell you that the online job application process can be a vexing one. Many government, enterprise, and educational organizations require candidates to use outdated systems that require a candidate’s name, address, education, previous work history, and EOE information. Many of these platforms are awkward at best, requiring job seekers to laboriously type in resume details. Missing dates or abbreviations can confuse the ATS, which takes time to correct manually, and adding design elements to your resume to attract the eyes of human recruiters can throw older platforms off completely. For many applicants, tailoring a resume to ATS automation means sticking to simple Times New Roman fonts and black text in a simple Word document. Beyond any dumbing down of your credentials, it’s frustrating that many of these platforms still require the candidate to reformat data or add it manually after the portal scrapes details from a resume upload.

If the applicant perseveres to the end of the application, it is highly likely they will never hear from the organization again. It’s a terrible rate of return on energy expended – and job seekers know it. Just look at the statistics:

The questions these portals ask candidates are often too simplistic, failing to capture new information that actually adds something to the application process: How many times are candidates asked, “Tell us about your tasks and duties at the job?” It’s also common that the job seeker is asked about their salary requirements, but there is typically no way to clarify important details, including that things like culture, work-life balance, and benefits may be just as important as salary. Many times, candidates are even asked to list their references, which is really a waste of time at the early stages of the application process.

It’s far too common that these systems do not translate well to cell phones, even though the latest Pew Research findings state that 78% of all job applicants use their smartphones to res