Recently, I have been hearing the same complaints from both employers and job seekers about the job application process. And it’s not pretty. Although ATS systems and job boards are designed to relieve administrative burdens and create a seamless approach, the application process is creating headaches for everyone involved. Job seekers feel frustrated with the amount of time it takes to apply for a position (sometimes 30-45 minutes). Recruiters feel frustrated that they are losing quality talent due to a cumbersome process. Even, hiring managers are feeling the pain. The bottom line is simple. If submitting a job application creates frustration, talented people won’t apply. Several ATS companies even report that as many as 65% of applicants do not complete the process. No, it’s not pretty; it’s down right ugly.

As high-performing employees are losing their jobs and seeking available positions, how can companies afford to lose top talent in the application process? Dr. John Sullivan reported that companies lose nearly 90% of career site visitors before they apply. This problem could mean missing the best person for the position. How many recruiters are willing to take that risk?

Fortunately, there are steps you can take to mitigate this problem without abandoning your ATS and still following OFCCP compliance issues.

1. Ask “Why?” Jason Whitman, Director of Client Services at Indeed, recommends making it simple by asking the candidates why they are not completing the process. ATS systems already send out follow-up emails to applicants that drop off as well as alerts to the employer. Why not include this question in the follow-up email. While it might not drive the person back to apply, it will inform the company about changes they might need to make in the application process. More often than not, the problem isn’t the ATS, the problem is a lengthy hiring process.

2. In addition to your ATS, think about tools that can simplify the application process and at the same time capture passive candidates. I had a briefing with Jobs2Web recently, a company that leverages existing ATS systems and career sites to deliver candidates back to a centralized apply process. Companies such as XEROX, Best Buy, Mayo Clinic and Home Depot are using this interactive recruiting solution and search engine optimization to improve the candidate experience.

3. Re-evaluate the number of background screening questions you include up front. On a recent call with a company in the oil and gas industry, a major concern when identifying the right person was making sure the number of “knockout questions” did not turn off that individual. Companies will still be able to follow OFCCP compliance without making the application process too detailed.

4. Test the process. Most recruiters do not even try testing the application process. Why? It takes too long. Hmm…sounds like the same reason candidates are not completing the application process. Try it out and become familiar with the candidate experience. If it’s painful, make some changes.

Companies need to create a positive candidate experience, now more than ever. Rethink about your job application process, ask the difficult questions, leverage your existing ATS and consider new tools to make it happen.