5 things employers do that annoy job seekers

November 3, 2022 5:30 AM

Applying for jobs is rarely easy, but can employers do more to simplify the process for candidates? According to a recent survey by job search engine Adzuna, there is room for improvement.

Adzuna surveyed 2,000 job seekers in the U.S. to get a better idea of what they find frustrating when applying for jobs. For many Americans, a lack of transparency and communication were major pain points during their experience.

"We know that looking for a job is a rollercoaster ride," says Paul Lewis, chief customer officer at Adzuna. "It can be stressful and frustrating, and we want to change that. Part of that is understanding where things are broken."

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Through research and petition signatures, Adzuna is now advocating for nationwide salary transparency, meaning every job in the U.S. would be legally obligated to disclose salary information. While Lewis underlines transparency as essential for job seekers to be successful, it's not the only problem they encounter. In fact, half of those surveyed wanted to leave their current job, but couldn't because they found the job hunt too stressful.

Here are five pain points for job seekers, according to Adzuna.

Not enough experience

Nearly 30% of job seekers named being turned down for not having enough experience as a pain point, despite an employer already expressing interest in that candidate according to Adzuna. While experience can help employers determine if the candidate will be a good fit, companies shouldn't string along applicants they have already written off. Lewis also reminds employers that experience is not always the end-all, be-all.

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"A candidate's experience also helps the hiring manager see where the candidate lines up with the posted position in terms of hard skills," says Lewis. "However, it's always worth considering if certain skills are absolutely essential, or whether a great candidate can be brought up to speed quickly with onboarding and on-the-job training."

Lack of salary clarity

According to Adzuna, 28% of respondents pointed to vague salary information as another pain point. Lewis notes that a lack of salary transparency may make it easier for companies to underpay women and minorities. And if a candidate doesn't know the pay until the job offer letter, they may be less likely to compare market rates or negotiate, especially if they are under a lot of pressure to get a job.

Additionally, a lack of transparency only makes the interview process unproductive for employees and employers alike.

"A lack of salary transparency can frustrate candidates by, essentially, wasting their time," says Lewis. "Candidates expect to go through an interview process and come out with a good job

that meets their needs. If an offer is made and the salary is too low, it could prove to be

disappointing and frustrating for both the candidate and the employer."

Adzuna estimates that only 3% of companies had clear salary information in 2022 — a 2% increase from 2020. The trend may continue, especially since all private-sector jobs in New York City are now required to list their salary range on all job posts and promotion opportunities. Colorado, Connecticut, Maryland, Nevada, Rhode Island and Washington have enacted their own transparency laws, and California will follow suit starting in January of 2023.

A lengthy interview process

Again, 28% of those surveyed by Adzuna underlined lengthy interview processes as frustrating, if not completely discouraging. Once the interview process reaches a month, candidates will likely look elsewhere or even receive another offer, explains Lewis.

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"Candidates are looking for communication over all else, and a long interview process is

plagued by slow or nonexistent communication," he says. "With the job market being more competitive than ever, it's important not to dissuade candidates from wanting to continue the process with your company."

Being overqualified

Adzuna found that 27% of respondents are frustrated by being called "overqualified" after an employer has seen their resume and expressed interest. Similar to an employer deciding a candidate does not have enough experience after putting them in the running, this pain point stems from a candidate feeling like they had a chance but still being turned down for a factor that could have been flagged earlier.

Lewis advises employers to really understand why an overqualified candidate is interested in their role — and if the job post has a clear salary range, then the candidate likely does not have a problem with the pay.

"We encourage employers to dig into the reasoning behind why a candidate is looking to change seniority or path," says Lewis. "Are they looking for a job that fits better with their lifestyle? Could they bring something extra that you haven't considered? It's always worth probing motivations via interview."

Getting ghosted

According to Adzuna, 27% of job seekers name ghosting as a pain point. When employers and recruiters ghost, they stop all communication with candidates during any point of the process, whether it's after the candidate submits their application or it's after the third round of interviews.

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Lewis stresses that candidates are not to blame when it comes to ghosting — the lack of communication rests with the employer.

"For candidates, being ghosted can be frustrating and discouraging, but is not a reflection of the application or interview process," he says. "More often than not, the employer either went with a different candidate with a more aligned skillset or did not hire anyone for the position at all."