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When starting the hiring process, you ask a lot of your candidates. You’re asking them to trust you. You’re asking them to step out of their comfort zone, and possibly leave a current role for yours. You are asking for their attention, time, and commitment to your recruitment process. This is a tall order for many job seekers, especially those who have skills that are in high-demand, and potentially several offers on the table.

So how do you get their attention? It starts with the candidate experience. How are you showing candidates that they’re important to you, and that their time is valued? That experience is their first foray into life at your company – and it’s the best time to start building mutual respect.
As a competitor in the war for talent, how do you know that your hiring process isn’t deterring candidates? Here are six dead giveaways that your candidate experience needs some serious attention.

No applicants

Are you subscribing to the “post and pray” way of getting applicants’ attention? If you are relying on your job posting to speak for itself, you better hope it’s speaking the right language.
A job posting alone is often not enough to convince applicants to apply to your organization. If your job posting lacks pertinent information about company culture, vision, and growth, it will perform poorly as an engagement tool.

A badly written job posting is a window into the upcoming candidate experience. If your posting says, “We don’t care what kind of candidates we get,” it will show in your lack of applications. (Learn how to write a killer job ad by downloading our eguide here.)

For five more signs your candidate experience needs work, read the full article here: 
6 ways to know your candidate experience needs work