Applications are getting weird. Make sure yours isn’t one of them.

Recently, I fell down a Twitter hole around job applications. Take a look at a couple of examples of what people ask of applicants BEFORE checking to see if they are a fit or even said hello.

One organization asked a candidate to record a 2-5 minute video response to the question: “How do you feel life has worked out for you this far?” Keep in mind that this is an online application — and they asked the candidate to complete the recording using “Loom or whatever platform works best for you.”

Another asked the applicant for an “Equity Statement of 500-800 words” with a series of required elements, including “a description of a time when you recognized an equity issue.”

Other application-related complaints from the candidates’ perspective:

• Having to reenter information after uploading their resume

• Being asked for specific dates for past work history (Not everyone remembers the specific date they started or left an employer.)

• Cover letters

• Personality tests for entry-level roles

Here is a radical thought. IF you don’t need the information to decide whether to have a conversation with a candidate, don’t make it part of the application. If you need the information later, ask for it at that point in the process. Gathering everything up front may be easier for you, but you are losing the candidates who get frustrated, run out of time, or are applying via their phone and don’t have the information handy. They will opt out of the process, and not only will you never know they were even there, you will never get the chance to start a conversation.

Need help reviewing your process or want an outsider’s perspective? Please let me know!