When was the last time you applied for a job?

Talent Acquisition leaders, it's time for you and your team to apply for a job... at your own organization! And while you're at it, apply for jobs with your competitors. It's one of the best ways I've found to evaluate how well your application process is – or isn't – working.

Here are 4 pitfalls to look for:

1. Do I have to register and create a password to even search for jobs? I don’t know about you, but I don’t need another login before I know if I am even interested in a role.

2. How much personal information do you require for a person to let you know they are interested? Design a phased process that gathers the information as it's needed. That way, you collect just the basics to start. Then, if you (and the candidates) are interested, they will be more likely to give you more detailed information.

3. How long does it take to complete your application? We took a hospital’s process from 20 minutes down to 2 — and saw application numbers soar.

4. Do you ask for information that isn’t easily found? I recently saw an application that required a name, email, and phone number for all prior supervisors. Imagine how you would respond, “Umm, I haven’t worked there in 5 years or more… I don’t think my supervisors are still there either.” Your candidates are likely to quit filling out the application versus track down that kind of information. Think about what you really need in order to know if you're interested in someone.

What barrier busters do you use to ensure your application process isn't turning candidates away? My best advice for increasing the number of people completing applications is to capture the basics and then trust your recruiters to get the additional information when appropriate.