We know you've seen a job description with the phrase, "If we don't contact you in __ days, you didn't get the job." Writing this clause may seem like a way to preface your applicant's expectations, but your candidates may not see it that way. With so many applicant communication tools, like ConveyIQ, there is no reason for these types of messages in 2019.
Let’s take a look at some of the reasons why this job description clause doesn’t work in 2019.
We Live In A World Where The Fine Print Isn’t Often Read
According to a Deloitte study conducted in 2017, 91% of Americans agree to terms of service without reading them. We live in a world where fine print or legal terms just aren't read as much as they should be. We have all been in a hurry and forgot to read further into something. We usually pick through contracts, but more general terms of service documents are typically skipped or scanned.
Furthermore, let's think about how people read job descriptions. When someone is seriously looking for work, they could be sending out hundreds of job applications over the course of their job search. To many applicants, the job search is a numbers game. They can't read every sentence of the job descriptions for the positions they apply for.
In a study summarized by the Wall Street Journal in 2013, we can now estimate how many job applicants read job descriptions. While over 40% say they spend one to five minutes looking over a job description, we also know that they may spend even less than one minute. On average, applicants in this study needed 49.7 seconds to determine if a job wasn't fit for them and 76.7 seconds to conclude that a job was fit for them.
Applicants don’t have time to read every word you write. It’s clear that they may not see your statement and if they don’t, they will feel ghosted by your company during this process.
Assigning A Small Time Frame Makes You Rush Through Job Applications Instead Of Finding Great Candidates
Sourcing stellar candidates takes time. You may immediately know whether or not a job applicant is worth looking into or not, but putting this time constraint on yourself can be damaging.
For example, what if your hiring managers could only sit down to look at job applications during the last day of this seven-day window? This time frame would force them to make some severe cuts that would likely hurt their judgment.
You never know how the hiring process will turn out. While it may seem like seven days is enough time to figure out whom to contact, this time frame may not work in reality.
You May Stop People From Applying Or Force Candidates To Move On Too Quickly
What if a candidate does read your clause, how will it make them feel? What tone does that phrase set for the hiring process?
Maybe your candidate has seen this phrase a hundred times before. Every time they’ve applied to jobs like this, they don’t hear anything back. This phrase may have hardened them to employers who use this phrase. Instead of applying for a job they were enthusiastic about, they may decide that your company is not for them.
Alternatively, maybe your candidate still applies to the job they are excited about. They know that they should be looking forward to something in the next seven days. When seven days go by, and they don’t hear from you, they decide to move on to another equally exciting opportunity.
In both of these situations, you have potentially lost out on a great candidate. The words you write in your job descriptions have an impact on anyone who chooses to read them.
You Are Giving Up Value Time To Make A Connection With Your Candidates
Last, but not least, when you use a phrase like "if we don't contact you in 7 days you didn't get the job," you eliminate a fantastic part of the candidate journey. You are making the process passive, instead of active like it should be. With an excellent candidate communication system like ConveyIQ, you can get the best of both worlds: something that doesn't take a ton of time to set up while also communicating with candidates in real time.
With ConveyIQ you can communicate with your candidates along their journey, make a deeper connection with them, and even get valuable feedback at every point that you end a particular candidate's journey. The messages you send feel personal, even though they are automated. While this process takes longer than adding a clause to your job description, it's relatively simple and effective for making genuine connections with potential employees.
Instead of pushing candidates to the wayside, take this time to connect with them. Even if candidates aren't a great match for your current position, they may be a stellar fit for a job down the line. You want your candidate experience to speak kindly of your company, so you don't lose potential applicants in the future.
Adding a clause to your job descriptions may seem like a worthy effort that will stop candidates from feeling ghosted by your company, but it doesn't work. A clause cannot compete with a personalized candidate communication strategy if you want to source great candidates in the future.
If you want to make a significant change with the applicant journey, you need to leave this clause behind, utilize an applicant communication system, and have more interactions with your candidates.
Do you want to take the candidate experience seriously in 2019? Check out our white paper on optimizing your candidate journey.