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 activities

Attracting, 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 once

The 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 LocalSkill

If 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.