5.You Must Really, Really Want That Job
To determine if anyone will effectively manage to manually enter in every number, symbol, and character in this multiple-paragraph link, this is maybe the ultimate test of an applicant’s will and drive. Nobody would probably have the patience to labour through the difficult chore of inputting this jumble of a link into a search engine. Did these recruiters not even take into account the ease with which a URL shortener may be used in such circumstances?
At least if this were online, folks could just copy and paste; but, since it is actually printed, it is useless. Nobody has an opportunity to type all of this; the recruiters will most surely receive few to none applications. This recruiting approach seems to be the ideal illustration of how poorly technology may be applied throughout the hiring process. The URL’s sheer length and complexity provide an unwarranted obstacle to access that can turn off even the most qualified applicants. If the role calls for any awareness of digital communication or user experience, it is especially hilarious. The recruiters have basically developed an inadvertent pre-screening test unrelated to genuine job credentials. This monitoring can also point to a more general problem with the company’s attitude to current digital technologies and efficiency. Making the application procedure too difficult could mean losing out on gifted people who just lack the time or patience for such difficulty in the very competitive job market of today.