Reducing Candidate Dropout with an ATS: 4 Important Things a Recruiter Should Do

Every recruiter’s nightmare starts when top talent keeps dropping out of the hiring process. Without even leaving a message. Without even batting an eye. Just like that, gone. Poof. A tremendous amount of time goes into screening resumes, interviewing candidates, chasing deadlines, and communicating with candidates. So last-minute dropouts are not only a nightmare, but they can easily translate into a huge revenue loss. So if you’ve ever got that sinking feeling when a top candidate changes their mind, or even worse, went for the competition, leveraging an ATS is the answer.

An ATS will help make candidate dropouts a thing of the past.

Wondering how? Keep on reading to figure it out.

Craft clear and compelling job descriptions

Vague job descriptions are one of the biggest reasons why great candidates drop out of the hiring process. Why? Because the job description probably doesn’t shed much clarity about the job position or company culture. Or, perhaps it sketched a shady picture or the content is ingrained with bias. Whichever the case, it’s no good news. When writing a job description, you need to make sure that it resonates with candidates and won’t discourage them from applying. First and foremost, you need to thoroughly portray the requirements and responsibilities for the role. On the bright side, an advanced and intuitive ATS can help. For starters, an ATS like EVA-REC enables recruiters to create job descriptions that are accurate and bias-free, all through the power of AI. Looking for a compelling job description for a Content Writer, but now sure what skillsets to add? Don’t worry, our ATS got your back. All you need is to provide the ATS with the job title and it will automatically autofill the skills section based on the up-to-date requirements for that position. Not only that, but it also allows you to create gender-neutral job descriptions that bust biases. Ever wondered why candidates deter away from applying to a position? It could be that your job titles are biased. “Chairman”, “Salesman”, or “Spokesman” are all examples of biased job titles that repel female candidates from applying. Our pro tip? Ditch the biased keywords, avoid slang, move away from jargon, and leverage an ATS instead.

Create a painless and effortless hiring process

Nothing tarnishes the candidate experience like a never-ending hiring process. If you want to keep candidates from dropping out, you need to create an engaging process. At the end of the day, you don’t want to make it a minefield for the candidate to reach the final interview. So what you can do is simple. Rely on an ATS to create a fast, seamless, and personalized hiring process from A to Z. Let’s say you’re recruiting a Sales Manager. An ATS like EVA-REC allows you to build customizable pipelines and triggers for each and every step in the hiring process. Perhaps you’ll want to add two interviews, a video assessment, and an offer stage. Through the ATS, you can easily edit, add, or remove any stages based on your preferences. Not only can you customize your pipelines based on the roles you’re hiring for, but you can also make your processes faster through automation. For example, EVA-REC allows you to create a smooth-sailing application process for candidates. Where candidates who sign up on your career page can sign in through LinkedIn or their Google accounts. They even have the option to upload their CVs and their profiles will be automatically generated. The best part? Candidates will also get a matching percentage for every job, which signifies how closely their qualifications match the job requirements. Therefore, an ATS will help you significantly reduce the time to apply from 45 minutes to a few minutes only!

Always keep candidates in the loop

Candidates who drop out probably felt ignored at some point. Many recruiters are so swamped with work; they tend to leave their best candidates in the dark. Hearing crickets. Desperately waiting for an update. This leaves many candidates wondering whether or not they made it to the next round, or why they never got a rejection letter in the first place. To encourage top talent to stay, you need to communicate frequently and often with them. Plus, you need to reassure them by answering their questions whenever you get the chance (not two weeks later!) The easiest way to do that is with an ATS. An ATS allows you to communicate with candidates in real-time. Where you can provide automatic status updates, give feedback, and share information fast. Through automated stage actions, you can automatically keep candidates in the loop as soon as you move them from one stage to the other in the hiring process. This will keep candidates in the know and interested in your company. Plus, as a bonus tip, always opt to check in on candidates from time to time. Perhaps you can share a couple of useful tips before their next interview or give them a call to see if they have any questions about their assessment. This shows them that you care about them and want them to succeed.

Showcase your awesome employer brand

Another valid reason for candidate dropout is a weak employer brand. Top talent wants to work for big companies, awesome brands, and innovative employers. If your employer brand doesn’t scream “Employer of choice!” you’ll risk losing your best candidates to the competition. To build rapport with candidates, you need to have a reliable and trusting employer brand. Now, you must be wondering how an ATS can help with that, right? Well, for starters, an ATS allows you to create a modern and branded career page that does it all. It showcases your awesome company, highlights your employer brand, and entices top talent to click on the “Apply” button fast. And the best part? You don’t need to spend big bucks, hire a bunch of developers or blow your recruitment budget. You can do it all on your own without even writing a single line of code. Through this career page, you can add pictures of your team, corporate videos, lucrative benefits, testimonials, and awesome job vacancies. As a result, candidates will get a great overview of your employer brand through the very first touchpoint: your career page. This will give them a glimpse into what it would be like to join your company which will excite them more to join your company.

Keeping it short

If you’re not making the hiring process easier for top talent, they’ll drop out without even thinking twice. Your best chance at avoiding that is by leveraging an ATS that allows you to keep candidates in the loop, make your hiring process fast, mitigate hiring bias, and showcase your exceptional employer brand. Are you looking for an ATS that can help you achieve all that? You came to the right place! EVA-REC is an on-demand ATS that automates and improves the hiring process with AI technology. From small businesses to industry giants – we aim to offer fully customizable, world-class features that help create a rich and immersive hiring experience for recruiters and candidates. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias and dehumanize the hiring process. Request a free demo today!

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