To make time, HR professionals are trading their antiquated legacy software for new, shiny platforms that automate monotonous administrative work.
But this hasn’t always translated to the application process, because while new tech may help with administration, it doesn’t help attract premier talent — at least not on its own.
A twenty-page form that includes a personality test and background check may sync up with some sleek HR software, but the experience of filling it out is still terrible for the applicant.
Similarly, a poorly written (or even just boring) job advertisement may convince interested candidates to do a complete 180 and look elsewhere.
Each step in the application process must revolve around the candidate rather than the employer. Each task is an experience candidates have with your organization, and each step influences their opinion of your organization.