Imagine infiltrating your own company as a candidate. Sounds like a plot twist? It’s actually the undercover mission every startup founder needs to embark on. Let’s dive into the covert world of the secret shopper (applicant) test and uncover the truth about your hiring process. Spoiler alert: It’s more revealing than you think.
In the fast-paced realm of startups, finding top talent is akin to searching for a needle in a haystack. However, the key to attracting and retaining the best of the best might just lie within your own application process. The secret shopper test, a strategy often overlooked, is a game-changer in understanding the frontline challenges candidates face when applying to your company.
The task is simple yet enlightening. Founders are encouraged to apply for a role at their own company, navigating the application process from start to finish. This method, akin to undercover espionage in the corporate world, reveals a multitude of sins commonly overlooked by the internal team.
Firstly, the startling realization that your company might as well be a ghost in the digital world. With the "Jobs at {{Company Name}}" not being picked up by Google's job aggregator and a careers page that's virtually invisible on Google Search, you're already a step behind in the talent hunt.
The journey to the careers page feels more like a quest for the Holy Grail, requiring Herculean effort to locate. Once there, candidates face a series of trials: over one click or scrolling more than 50% of the page to view openings, long and inauthentic job advertisements that fail to engage, and application forms that resemble a doctoral dissertation in their complexity.
Moreover, the application process itself is a test of patience and perseverance, with forms asking for extensive information, long-form answers, and, most frustratingly, requiring applicants to manually input data already outlined in their CVs.
The consequences of such a convoluted process are dire. Even if a top-tier candidate, by some miracle, hears about your company and locates your careers page, the likelihood of them completing this labor-intensive process is slim. The result? A talented candidate lost, perhaps forever.
To combat these issues, a radical overhaul of the application process is needed. This begins with ensuring your careers page is easily discoverable online and making the application process as straightforward as possible. Job advertisements should be engaging, authentic, and concise, designed to convert interest into applications.
The secret shopper test is not just an exercise in self-scrutiny; it's a revelation of how small changes can make a big difference in attracting top talent. By putting yourself in the shoes of your applicants, you gain invaluable insights into the strengths and weaknesses of your hiring process.
For startup founders looking to make a tangible difference in their talent acquisition efforts, the secret shopper (applicant) test is a must. It’s a wake-up call to revamp your hiring process, making it more candidate-friendly and effective in capturing the interest of top-tier talent.
Don’t let your company be the one that got away for potential candidates. Embrace the covert mission of applying to your own company, uncover the pitfalls, and transform your application process into a talent magnet.
The secret shopper test is more than just an audit; it's a powerful tool for introspection and improvement. By understanding and enhancing the candidate's journey, startups can significantly increase their appeal to top talent. Remember, in the competitive arena of talent acquisition, it’s the small details that make or break your ability to attract and retain the best.
Need an audit or looking for a new role? Share your experiences and insights in the comments. Let's help each other navigate the complex world of job applications and talent acquisition.
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