You’ve typed up your job description, formatted it perfectly, and posted in on all the relevant websites. Now you sit back and wait as the Android Developer applications roll in. Except only a very few are coming in and you’re left wondering what you did wrong. There likely isn’t just one mistake you’ve made that’s causing fewer developers to apply to your job – it’s likely a combination of things that add up to a poor candidate experience. Here are a few of the common gripes technical candidates face when applying for a job.
There’s nothing worse than having to enter in, line by line, your work history from the previous ten years only to have to enter it in again five minutes later. Repetitive questions and long forms are a large cause of frustration and drop-off from job applicants. 90% of job seekers in a CareerBuilder survey cited this as a cause of a negative candidate experience.
What to Do Instead: If possible, use an ATS or create your own application portal that pulls in information from a candidate’s LinkedIn, resume, or a previous question they answered earlier on in the application process. Keep your application form short and sweet, only asking for the information that is crucial to have. Allow candidates to upload external documents if they wish instead of making them mandatory. Think about it this way – highly in-demand candidates don’t have the time to fill out a 20-minute application. If yours is short and sweet, you’re much more likely to receive a completed application.
Would you spend your time applying to a job without knowing if it was within your salary range first? Probably not, so why would you expect others to? 59% of developers we surveyed said they most want to know about compensation when first hearing about a job opportunity. Although it is a contributing factor, it doesn’t mean it is the deciding factor.
Developers want to know that the job role matches their skillsets and salary expectations. It also comes down to financial security. If a candidate can’t provide for themselves and their family, there’s simply no point in them applying. Companies who are transparent about their salaries are trusted
What to Do Instead: Provide a salary, or at least a salary range, for all of your job openings. This will help filter out candidates who are over- or under-qualified, which helps you save time and resources. If every other company is listing their salaries out, why would someone choose to apply to your job listing over them?
In the same CareerBuilder survey, 14% of respondents suggested that companies have human contact after the application. No one likes to spend their time applying for a job and then be left wondering if they made it through the initial resume screen.
What to Do Instead: After a candidate applies, send them an email saying you received their application. This at least lets them know they successfully applied. If you can, provide details of the hiring process timeline. For example, “If we’re interested, you’ll hear from us in 7 business days.” If a candidate is rejected or not a fit for the role, send an email so they can move on to another opportunity. These small touches of human communication can really make a difference.