Application AH-HAs

86% of today’s candidates start their job search (and their application) on their phones. Think about how many fields you would fill in on your phone – or better yet, try to apply at your organization from your phone.   Ask yourself, “What do I truly need on an application to make the decision on the next steps for the candidate?” Then, take your application and remove anything you are asking for that you don’t need. You can always ask for the additional information as you need it throughout the process. 

Ready for some ah-has?

• Applications can be gathered in phases – from “interest” to “interviewing” to “background” to “offer” stages. Too often, organizations are still using electronic versions of old paper applications, which don’t meet the expectations of today’s candidates who want to provide information at the point it’s needed. More than 60% of candidates have abandoned applications that are too long or ask too many questions. If you’re seeing a high abandonment rate, you are losing interested candidates before they even apply, and there’s no way to get them back to your site.

• For most roles, a basic resume, phone number, email address, and interests are all you need to evaluate whether you’re interested in moving a candidate on to the next stage.

• You can gather information needed for background or references when you’re ready to start checking them. Some candidates may not have the data you are asking for when applying via their phone or may not feel comfortable providing these details so early in the process.

• Some things I have seen recently on initial applications that make you go “hmmm…”

  • Typing words per minute (Wow!) )

  • Name and phone number for former supervisors of more than five years ago. (They have likely moved on, or their number has changed)

  • Date of birth (Not kidding)

  • Social Security Number (not blocked out but, more importantly, not needed until background or hire stage)

  • Health history questions or emergency contact information 

Rethinking – and simplifying – your application can result in increased application completions and new potential candidates for your team to engage..

If you need help evaluating your application process, Sunflower Talent Strategies can help. Contact us here. Sunflower Talent Strategies