Does Your Job Application Have Abandonment Issues?

What if you knew that within the first hour of posting a job application, ten candidates started filling the application out? Pretty good, right? But what if we told you that six of those candidates QUIT filling out the application halfway through?

Recent statistics suggest that this is what’s happening: as many as 60% of applicants quit filling out an online job application right around the mid-point. If the number sounds high to you, many hiring experts suggest that the actual rate may be even higher. And their reasoning is simple: candidates often get turned off when a job application is either too long or too complex.

Doesn’t a long job application “weed out” weaker candidates?

Once upon a time, hiring professionals believed that a longer job application was better. As they saw it, the long job application helped screen candidates who were either less qualified, less motivated, or both. Even today, some recruiters and hiring managers still trust this model. But for job seekers, the opposite is often true.

When an online job application is too long or too complex, employers may lose out on job candidates from across the talent pool.

Today’s job seekers are well-aware of how valuable their time is. In an online environment, they expect job applications to keep up with the medium itself.

  • They want to be able to complete job applications in real-time, rather than having to save and return to them later.
  • They want online applications to function in a web-friendly way, from how it looks on screen, to how it works across devices (laptops, tablets and phones).
  • They don’t want to deal with redundancies like multiple log-ins, keying or pasting information from their resume into the application, or answering similar sounding questions as they scroll from page to page.


Previously we’ve written about the importance of testing your own job application. It’s a great way for you to determine if you’re asking the questions needed to find the best candidates for the job.

Here are additional questions to ask yourself when you’re creating or revising a job application. When you avoid these red flags, you can help keep candidates engaged with the job application process from start to finish—and may lower your bounce rate accordingly.

  1. How many questions does your job application ask? The recruitment company Appcast found job applications of 25 or fewer questions have twice the completion rate than applications with 50 or more questions. If the goal is to encourage candidates to complete your online job application, fewer questions is often better.


  1. Is your application redundant in any way? Ensure the application doesn’t ask unnecessary questions that will solicit similar answers.


  1. Is your job application smartphone-ready? Across all demographics, smartphones are becoming more ingrained in our lives by the day. When your job application is smartphone-friendly, you may reach a wider range of job applicants and allow them the ability to fill out your application at a time that’s right for them—whether they’re taking public transportation between job interviews, sitting in a café, or are in the lobby of a movie theater during the coming attractions. Don’t believe us? As one study puts it, mobile recruiting is becoming the “new normal.” And this starts with the job application.


As you continue to refine your job application, remember the ripple effect it sends across your entire organization. As we pointed out in a previous post, it takes an average of 52 days to fill an open position. This gap in your org chart may put serious strain on existing employees and the company’s bottom line.

One way to begin bringing this number down is to increase the number of qualified applicants who finish your job application.

Ready to automate your application process?

myStaffingPro’s application tracking software gives you tools to create powerful, easy-to-fill job applications. Candidates can pre-populate fields via social apply or resume parsing, cutting their application time and increasing your application completion rate. On-the-go candidates can even fill out applications via mobile devices.

Our support and integration teams are based in the U.S., and will configure your software to fit your unique process and needs. Our solution even includes candidate support, so applicants with technical questions can contact us with software issues—instead of their potential employer.


Contact a Staffing Pro Today


7 Tips for Writing a Job Posting Like a Pro

7 Tips for Writing a Job Posting Like a Pro


1. Be Accurate First. Market Second.

Writing a great job posting is a far more complicated task than most people think.  A strong job posting is first and foremost accurate.  If your job posting is accurate, your future employee will know what’s expected of them before they’re even hired—laying the groundwork for success.  Meanwhile, an inaccurate job posting can lead to a poor applicant pool, and misunderstandings.

Job postings can be both a recruiting tool and an advertisement for your company. Once you’re sure you have all the facts correct, discuss with your marketing team whether the job posting is on-brand.  Most companies have brand guidelines that define their company’s voice and culture.  There’s no need to go overboard, but adjusting a job posting to fit your company’s style will help increase the likelihood that your new employee is the right fit.

2. Make Sure the Job Posting You Write Has All the Parts

A job posting need not account for every task that an employee might ever do.  On the other hand, it should absolutely list the basics, like:

  • Job Title
  • Type of Employment (Full-time, Part-Time, or Temporary)
  • Expected Hours or Shifts
  • Likelihood of Overtime or Weekend Work
  • List of General Responsibilities
  • Requirements and/or Preferences in:
    • Education
    • Experience
    • Technical Skills

3. Don’t Be Coy about Salary in your Job Posting

Many employers choose not to list a salary range when they write their job postings.  This makes sense if the salary of the job you are offering has considerable variance.  For example, if you’re not sure whether you want to hire someone junior-level with less experience and train them, or whether you’d like to hire someone more senior level who can hit the ground running—you might set a salary range to Depends on Experience (DOE) in order to capture both types of candidates.

Not setting a range for the sole purpose of trying to minimize salary, though, may not be the best strategy.  Savvy, busy professionals may not have the patience to submit an application without knowing whether the salary meets their expectations; and less qualified candidates might take the lack of a salary range as an indication that they can get in the door by keeping their demands low.

If you have a budget and know what level of experience you’re looking for, setting a salary (or  salary range) at the low end of your scale will help ensure a stronger—and more refined— applicant pool, while leaving room for negotiation if the applicant you want requests more.

4. Research Job Titles and Get Them Right

Job titles matter.  A writer is different from a content manager.  A director is different from a manager.   A CEO is different from an owner.  Because job boards like Indeed, or Glassdoor are so crowded with job postings, job seekers are quickly searching on the titles they think they fit, and ignoring other jobs that they might also qualify for.  Consider who you’re trying to hire, and what job title they might be searching on.  Consider less sophisticated titles for junior positions, and more sophisticated ones for senior ones.

5. Don’t Overdo It

While it’s important when writing a job posting to list the tasks and responsibilities that will take up the majority of an employees’ time, this can be done in a general way.  The digital format allows for longer job postings, but consider keeping them short and sweet so a potential candidate doesn’t pass them over.  Think of ways to shorten your posting.  For example, instead of writing, “posts status updates to Facebook, creates tweets for Twitter, and produces articles for LinkedIn,” you might simply say, “manages social media channels.”

6. Don’t Be Afraid to Change Your Job Posting

One of the advantages of digital communication is that it’s easy to edit.  If your needs change, or if you’re not pulling in enough (or the wrong kind of) applicants, don’t hesitate to edit or rewrite your posting.  Because search tools are so sophisticated, a simple word change can alter the number and types of applicants that your job posting draws in.

7. Broadcast Your Job Description Everywhere

The task of writing a strong job posting doesn’t stop when you save it to your hard drive.  Writing also means promoting.  Savvy recruiters post the job on dozens of job boards, and then promote those postings across their company’s social media channels.

If you’re a busy recruiter, you know how time-consuming the writing and promotion of a job can be.  That’s why HR professionals are turning more and more frequently to recruitment software to automate the promotion of their job openings across job boards and social media.

Ready to Automate your Job Recruitment Process?

Your applicant tracking system (ATS) may be the first thing a potential employee sees from your company.  Leave a professional impression with myStaffingPro, the premier ATS for HR professionals. Recruit candidates, seamlessly flow applicants through interviews, offers, background checks, and onboarding with our trusted software solution.

Contact myStaffingPro Today

Fill Your Talent Pipeline

Fill Your Talent PipelineBuilding a community of talent can help your recruiters attract the right people so that when an employment opportunity comes available, you have a pool of talented people to select from that are already engaged with your services and/or products.

Instill your brand and culture throughout the community by integrating the corporate brand and culture into the application experience.

  1. Do you have a career page that showcases your company’s unique corporate culture and work environment?
  1. How is your company rated on employee job sites?
  1. Do you have engaging employee testimonials on your job listings?

If your company is struggling to find qualified candidates, evaluate where you are sourcing your applicants from. Are you currently sourcing from:

  • Colleges
  • Social media sites
  • Social networking communities

Having a community of talent resources to recruit from will help you maintain a steady flow of applicants so you are able to fill your open positions faster.

To learn more about how applicant-tracking software can help you achieve better hiring results, click here.

Optimize Your Applicant Experience

Optimize Your Applicant Experience Treat your candidates like customers. Making a great first impression is essential to the applicant experience. One of the best ways to do this is to focus on optimizing your recruiting process.

Put yourself in the applicant’s shoes by testing your application process:  

  • Search for a job that your company is hiring for.
  • How did you find the job?
  • Where is the job posting listed?
  • Can you apply through a mobile device?
  • Can you login with a social media profile?
  • Can you upload your resumé into the system easily? If so, does it automatically fill in your information or do you have to manually enter it in?
  • Can you make edits along the way?
  • Are you updated about your application status?
  • Can your easily check the status of your application?

If you’ve answered no to any of these questions, than it’s time to re-evaluate your applicant experience and upgrade to a more user-friendly system that can incorporate usability techniques into your online application process. Take a look at our usability  tips.


Reduce the  Administrative Burden for Your HR Team

16.03.08Your HR team’s work is essential – from managing payroll to recruiting your company’s next generation of talent, HR Executives and managers are always looking for ways to improve the efficiency of their human resources department.

Unfortunately, many of the HR team processes are administratively intensive.

With the right technology and tools in place you can help increase their ability to focus on high-impact projects, reduce hiring costs, decrease turnover, and improve your overall workforce quality.

A talent management system can help simplify this process – making it a faster, easier and flexible solution so your HR team can focus on what they do best.

To learn more about how applicant-tracking software can help you achieve better hiring results, click here.

Your Mastery of the Job Market in 2016

Your Mastery of the Job Market in 2016Since 2015 has come to a close, we look back on the best practices that can help make 2016 a success. For example, there are certain benefits of an automated applicant tracking system that help businesses seamlessly recruit, hire, and onboard top talent:

  • Scalable – Business conditions change on a dime. Having the ability to “scale up or scale down” your application tracking system helps your HR team stay responsive to changing conditions.
  • Configurable solution – Configuration may be a “geek” term but it is fully applicable to every business. Easily customize to your processes and business terminology.
  • Social recruiting – Social recruiting and employment branding can really lift your company’s status on social networks. By promoting engagement with social media tools, RSS feeds, share functionality, and email subscriptions — top candidates will know that you’re serious about reaching out to them.
  • Full applicant tracking – integrate your background checks, assessments, HRIS, learning, and performance management systems.

An effective applicant system is not limited by industry, what type of browser you use, or any other integration requirements.

Start your year off right and look into improving your recruiting, qualification, and hiring processes automatically, schedule a free demo.

3 Hiring Trends for 2016

3 Hiring Trends for 2016We don’t have a crystal ball at myStaffingPro, but we do have years of experience in the applicant tracking system (ATS) business.

Here are 3 trends that we see across sample industries:


  1. For low-skilled, manual labor jobs

“Ban the box” is a hiring trend that began in 2004. For people returning to communities after jail, it identified job and housing discrimination as huge barriers to success. The campaign challenges the stereotypes of people with conviction histories by asking employers to choose their best candidates based on job skills and qualifications, not past convictions. Since 1 in 4 adults in the U.S. has a conviction history, the impact of this campaign is widespread and worth watching.

  1. For high-skilled tech or other advanced-degree professions

The race for global talent is on. To stay competitive and innovative, you may need to seek your most qualified candidate in another state, another country, and even another continent. Recruiting global talent requires regional compliance, as well as knowing the U.S. laws of H-1B (guest worker) visas and accurately completing Form I-9.

  1. The growing generation gaps

This is an unprecedented time in the American workforce. For the first time ever, we have three generations working side-by-side: Baby Boomers, Generation X, and Generation Y (also known as Millennials). And Generation Z folks (born in the late 1990s/early 2000s) are right behind them. Think these variances in age have no effect on your company? Your next hires will need to work collaboratively across differing preferences, values, and expectations.

To learn more about how to implement an effective hiring process, schedule a free demo.

Incorporating Millennials into Your Workplace

Incorporating Millennials into your workplaceThe Society for Human Resource Management posted a recent article, about incorporating Millennials into the workforce — particularly as they assume a more prominent place. To take full advantage of the fresh thinking and new perspectives Millennials bring to their work, companies must think about organizational change.

myStaffingPro is an online social recruiting, applicant tracking, and onboarding system. Using the applicant tracking data within myStaffingPro, you can:

  1. Evaluate what systems and processes can be improved to attract and retain the best talent on the market
  2. Determine your organization’s limits on change and what values are non-negotiable
  3. Implement small changes —for example with recruiting efforts, you can integrate social recruiting to identify passive candidates; another example could be adding fun, friendly Welcome videos to the candidate’s online onboarding portal

To learn more about how to create a valuable onboarding experience, check out our free onboarding webinar.

Staffing is Much More than Filling Seats

Staffing is Much More than Filling SeatsAccording to the Society for Human Resource Management, the rise of the temporary workforce is here to stay:

  • Temporary workers make up 19 percent of all new jobs in the U.S.
  • Staffing firms employ an average of 3 million workers daily across all industries

A recent article states that staffing firms play a vital role in any company’s workforce planning approach.

A comprehensive web based applicant tracking system (ATS) should offer full­ featured applicant tracking, candidate recruiting, and onboarding in one scalable, configurable solution. HR departments can use the application to work with staffing agencies in one shared strategy.

That way, all of the data is captured for a complete analysis upon job hire success.

A staffing agency’s key skillset is to build a talent pipeline. An automated system lets you qualify candidates with a configurable online application process. The system lets you obtain and track manager feedback so you can continuously improve your recruiting efforts.

To learn more about how to recruit and hire exceptional candidates for your business, check out our free applicant evaluation worksheet.

How to Choose an Applicant Tracking System

How to Choose an Applicant Tracking SystemAs of July 2015, hiring rates are up, according to the Society for Human Resource Management’s Leading Indicators of National Employment survey. So there is a big push among companies to choose the right applicant tracking system (ATS).

Known also as an applicant tracking system, the ATS was first introduced more than two decades ago to streamline the recruitment process by automating the processing and storing of resumes. Today, ATS innovations have improved resume parsing, helped streamline the job application process, and, through new reporting metrics, enabled HR leaders to identify the best job applicants and save money on recruitment.

For example, an automated system can help busy manufacturers with:

Bottleneck Limitations

A fully integrated system can help recruiters, HR managers, hiring managers, and candidates all in one system. The workflow is automatic: you can set up immediate replies upon receiving an application and identify the reviewers and next steps for a candidate’s information.

Workflow Configuration

No two manufacturers are alike, so your ATS should easily configure to fit your organization’s unique recruiting workflows today, and adaptable for any hiring changes you make tomorrow.

To learn more about how to attract and hire the right types of employees for your business, check out our free onboarding webinar.