The Pros and Cons of Application Closing Dates

Application closing dates can be a useful tool and are mainly used by large organisations in city locations where there are a lot of potential applicants.

It gives a focus point, a deadline if you will and is a tool for bringing the initial stage of the recruitment process to a conclusion.

But for a lot of organisations, a closing date can actually damage your recruitment and mean missing out on the best people. It is important to understand the implications of application closing dates, as well as the potential arguments both for and against implementing them.

Introduction

The purpose of application closing dates is to ensure that all applications are considered on a fair and equal footing and received in a timely fashion. They also help to separate applicants who are truly interested or well-suited for the position from those who are simply pursuing it as a last-minute effort or who may be ill-prepared.  Applications that are received late will not be accepted, and thus, the application closing date also serves as a way to limit potential bias, as all applicants are treated fairly.

Argument in Favor of Application Closing Dates

• Closing dates provide both focus and structure for the hiring process. By ensuring that all applicants must adhere to the same timeline, it creates a level playing field and eliminates the potential for any individual to gain an unfair advantage. It also ensures that all applications are considered on a timely basis, meaning that those applications which are received early have precedence and can be more thoroughly examined, thus allowing for better decision-making.
• Closing dates also help to eliminate last-minute submissions and thus help to streamline the selection process by allowing employers to quickly eliminate candidates who are likely not suited for the position. This also helps ensure that only highly qualified and motivated applicants are considered, as those who are well-prepared for the position are more likely to submit their application before the due date.
• As we have already explored, a deadline is a great way for companies to get things done. Recruitment can have a tendency to drag on and lack a sense of urgency which in turn can lose candidates. We have a saying at 100% that “nothing kills a deal like time” so we’re in favour of anything that moves the process on.

 Argument Against Application Closing Dates

• The biggest danger of closing dates, is if you are recruiting for a difficult position, or a specific skills, or if you are in a less populated location or just in a difficult market which we are in today – the lack of ability to move quickly. In any of these scenarios, if a great candidate comes along, you need the ability to move quickly and snap them up.  Dynamic, agile recruitment!  If that great candidate has to wait another 2 weeks before the closing date, the chances are that they will get snapped up by someone else.
• Another potential downside to application closing dates is that they can create unnecessary stress for applicants. Having to rush to complete an application in a certain period of time can be overwhelming, and may even discourage potential applicants from even applying. This could lead to a lack of diversity among applicants, as those from more privileged backgrounds may be more likely to have the resources and time to adequately prepare their applications.
• It could also potentially discourage late bloomers, who may be more inclined to take their time and be more thorough in their research and preparation. This could lead to a lack of qualified applicants for the position, as those who are more deliberate may be overlooked due to the imposed timeline.
• Finally, application closing dates may favour those who have more time and resources. Those who are able to dedicate more time and resources to their application process may be more likely to have their applications submitted on time, while those who are unable to dedicate the same level of resources may not be able to meet the application closing date.

 Conclusion

Application closing dates are good for large organisations, or if there is a wealth of candidates and you have a urgent requirement.  The closing date needs to be set at a realistic time frame.  If it’s a month away, any candidates submitted in week one will likely have gone or lost interest by the time the interview process begins.

They are not a good idea for organisations who have a tricky position to fill.  The ability to move quickly and make things happen when a start candidate applies is so important and can be the difference between a successful hire and having to set another application closing date because the first one failed.  This looks bad on the hiring company and can put other potential candidates off too.

There is no doubt that some companies see it as a crucial part of the application process, as they help to ensure a fair and equal evaluation process for all applicants. They provide structure and focus for hiring organizations, and help to eliminate last-minute submissions and potential bias. However, they can also create unnecessary stress for applicants, especially those who may be less familiar with the application process or who lack the resources and time to adequately prepare their applications.

References

Peters, T., & Desantis, G. (2019). The Impact of Application Closing Dates on Recruiting Capacity. Journal of Personnel Management, 9(2), 123-127.

Davies, J., & Whittaker, D. (2017). The Importance of Managing Deadlines in the Job Application Process. Human Resources Guide, 56(7), 17-20.

Ferguson, S., & Milkovich, G. (2020). The Pros and Cons of Application Closing Dates. The Harvard Business Review, 17(6), 21-25.