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The job application process represents a pivotal moment in your hiring journey. Candidates either submit their information or simply move on to the next job opportunity, taking their skills and potential elsewhere. Every abandoned application represents talent that your competitors might capture instead.
But while capturing candidate information is essential, an ineffective application process can also generate an overwhelming volume of submissions. Your team can quickly become buried under hundreds of applications, many from candidates who don’t match your core requirements.
A modern job application process strikes a delicate balance: Accessible enough to capture qualified talent but structured enough to help you identify qualified talent.
Core components of a modern job application
Modern job applications collect essential information while minimizing friction for candidates.
It’s important to keep in mind that “essential information” can vary from team to team. For example, an entry-level service role may only require a screening question in addition to the candidate’s contact information, while a design role may require a portfolio.
Job application fields might include:
Job application best practices
Your job application’s structure and design significantly impacts both completion rates and the quality of information you receive. Find the right balance between thoroughness with efficiency to effectively engage and evaluate candidates.
Keep your job application form concise
Over half of candidates (49%) agree that most job application processes are too long and complicated. This can have a detrimental effect on application completion rates.
Ensure your application focuses only on information you’ll actually use in your initial screening decisions. If not, save it for later stages.
For example, only 74% of recruiters who require cover letters will actually read them. Remove that hurdle if it’s not absolutely necessary.
Use application screening questions strategically
Consider using screening questions to qualify candidates during the application process — but don’t go overboard. Each additional question has the potential to increase your application abandonment rate.
Screening questions may include:
You can also use screening questions to gather logistical information, such as the candidate’s start date availability and work authorization status. Choose questions that make sense for your specific role and organization.
Use a mobile-friendly format
One in five candidates (22%) say it’s important to be able to complete a job application on their mobile device. A responsive application form ensures candidates can complete a job application wherever they first see it — whether that’s at home on the couch, during their commute, or on their lunch break.
Minimize data entry
Reduce the amount of information candidates need to manually enter into your application form by enabling resume parsing or an Apply with LinkedIn integration. Most modern applicant tracking systems have these features to reduce manual data entry — and application abandonment.
Offer your talent network
Candidates may not find the right opportunity for their qualifications and professional goals the first time they visit your careers site.
Offer a talent network as an alternative opportunity to express interest in working at your organization. This allows your team to stay in touch with skilled candidates and reach out when the right role becomes available.
Follow up
More than one in three US job seekers (35%) claim an employer failed to acknowledge their application.
Modern applicant tracking systems make it easy to automate an application confirmation email so you can let candidates know you received their application and share next steps. It’s also a good best practice to send a rejection letter when candidates are no longer being considered.
Review applications quickly
Half of candidates expect to schedule an interview within a week of applying — before they give up on your hiring process entirely. Review your applications quickly so you can get back to candidates before they move on.
Measure application effectiveness
Track your application process performance to identify opportunities for improvement and measure the impact of changes. For example, measure how adding or removing application form fields impacts your application completion rate, candidate satisfaction scores, and quality of hire.
Job application templates
Customizable job application forms can help you build the right application process for each open role.
Short job application template
A short job application form may be appropriate for an entry-level role where your candidates don’t have much experience — and may not even have a resume.
You might also use a short application form for in-demand roles where you want to capture more of your addressable candidate market. In that case, the screening question might be replaced with a resume upload field.
Detailed job application template
Adding more application form fields can enable you to better identify skilled candidates so you only interview the most qualified. This works best with resume parsing or Apply with LinkedIn so your candidates don’t have to spend too much time on manual data entry.
Final thoughts on building a modern job application process
Creating an effective modern job application isn’t about collecting as much information as possible — it’s about gathering the right information in a way that respects candidates’ time and provides your hiring team with meaningful insights. The right applicant tracking system can help ensure your candidates have a positive application experience while allowing you to gather the information you need to make informed hiring decisions.
