Gone are the days of dreaming of more applicants. As recruitment teams are flooded with resumes, today’s challenge is to get to the best candidates quickly before they slip away. So, how do you cut through the noise and get top talent to not only apply, but stay engaged? The key lies in fine-tuning your application process. When every moment counts, a smooth, candidate-centric experience can be the difference between securing top talent and losing them to the competition.
What’s behind the rise in applications and drop in quality?
Before fixing the funnel, it’s important to understand what is impacting applicant quality.
Technology has made it easier than ever for jobseekers to apply with minimal effort. One-click applications and AI-generated resumes mean candidates can send out dozens of applications in a matter of minutes, often without a second thought into whether they are the right fit.
Economic shifts are also influencing application behavior. Many professionals are exploring new roles to future-proof their careers, sometimes applying outside their usual industry or experience level. This may present an opportunity for companies to look at candidates with transferable skills who may not have previously considered a role in their field.
The way job postings are structured plays a major role. Clear and engaging job descriptions help attract candidates who are the best fit, while generic or vague postings may result in a broader applicant pool that requires more filtering. Companies that highlight their unique culture and value proposition are more likely to draw in high-quality candidates who are genuinely interested in what’s on offer.
By understanding these shifts and optimising the hiring process, organisationsorganizations can turn this influx of applications into an advantage—engaging the right talent while ensuring a smoother, more efficient recruitment journey.
1. Write targeted job ads that attract the right candidates
Your job post is often the first impression a candidate has of your company, so it needs to be clear, compelling, and targeted. Poorly written job descriptions are the top candidate frustration in their job search. A well-crafted job advertisement does more than list responsibilities; it ensures the right people apply while discouraging unfit applicants.
For more effective job descriptions:
- Use clear and specific language to describe responsibilities and required skills.
- Avoid broad or generic job titles that may attract the wrong audience.
- Focus on must-have skills needed to succeed in the role and outline any mandatory qualifications.
- Highlight the soft skills that would help someone thrive in the role.
- Showcase your company culture and values to attract candidates who align with your organisationorganization.
A well-structured job ad helps filter out unsuitable applicants before they even hit “apply,” saving time and effort down the line.
2. Turn to your CRM to invite talent to apply
Before publishing your job advertisement across multiple job boards, turn to your recruitment CRM. Sourcing candidates through existing relationships is 18X more effective than job boards. Inviting qualified talent can keep your talent pool smaller, save time and resources.
To get the most out of existing relationships:
- Send a personalisedpersonalized email to invite talent to apply and align with their skills.
- Identify silver medallist candidates who are strong contenders for the role.
- Invite them to join talent pools or networking events to maintain engagement.
- Ask for referrals from those who aren’t currently open to opportunities.
By nurturing relationships, recruiters can build a pipeline of high-quality candidates who are ready to step into future roles.
3. Use smart screening to filter out unqualified applicants
Not every applicant will be the right fit, but that doesn’t mean recruiters should waste valuable hours sifting through irrelevant resumes. With the right screening methods, you can quickly pinpoint aligned candidates while filtering out those who don’t meet the basic requirements.
Effective screening tactics include:
- Knockout questions that require candidates to confirm essential requirements such as experience using a specific tool or background of people management.
- Quick skill tests that assess a candidate’s ability to perform a job-specific task.
- Scenario-based questions that ask candidates how they would handle real-world challenges related to the role.
- Monitor incomplete application rates to identify areas where candidates drop off and ensure .
By integrating these quick assessments early in the process, hiring teams can focus on engaging high-potential candidates rather than sorting through unsuitable applications.
4. Automate repetitive tasks while keeping the process personal
Automation can help streamline the hiring process, but it should never come at the expense of human connection. AI-powered tools can boost efficiency by sorting applications, ranking candidates based on relevance, and identifying skill gaps. However, a personal touch remains essential in keeping top candidates engaged.
To strike the right balance:
- Use AI smart searches to quickly filter and rank applications based on job fit.
- Resume parsing tools like PageUp’s AI screening assistant uses AI summarisationsummarization to present key insights to enable recruiters to focus on top-tier candidates.
- Automate status updates to keep candidates informed throughout the hiring process.
- PersonalisePersonalize communication by referencing specific skills or experiences.
- Leverage AI chatbots to support with their job search and answering FAQs.
- Ensure a recruiter is available to answer candidate questions and build relationships.
When used effectively, automation reduces administrative burden and ensures high-quality candidates feel valued and engaged.
5. Track key hiring metrics to keep improving
A great hiring process is never static. To ensure continuous improvement, it’s essential to track key metrics and identify areas where adjustments are needed.
Some of the most valuable hiring metrics include:
- Conversion rates: Measuring the percentage of candidates who move from one stage to the next. For example, the percentage of jobseekers who viewed your job ad converted to an application.
- Drop-off rate: This assesses the number of jobseekers who abandoned the process. By looking at the drop-off rate at different stages of the application process, you can identify where recruiters can make improvements.
- Mobile : Desktop application ratio: Shows the ratio of applications submitted on each device. Compare with incomplete application rates to track the effectiveness of your application process across devices.
- Time-to-hire: This metric shows the efficiency of identifying a suitable candidate by tracking how quickly the successful candidate moves from application to offer acceptance.
Regularly reviewing these recruitment metrics allows organisationsorganizations to refine their hiring strategies and improve overall candidate conversion rates.
Bonus tip: Simplify the application process to reduce drop-off rates
If you’re experiencing higher drop-offs or not receiving the volume of applications you’re seeking, look at how you can streamline the process. A long or complicated application process can cause top candidates to lose interest before they even complete their submission. If applying for a role feels like a chore, the best applicants may move on to a company that makes the process easier.
To keep the application process candidate-friendly:
- Ensure the entire process takes no longer than ten minutes to complete.
- Remove unnecessary steps, like requiring candidates to re-enert details already provided. Allow resume parsing to auto-fill application fields instead of requiring manual data entry.
- Enable social logins to save candidates from creating yet another account.
- OptimiseOptimize the process for mobile devices – our latest data shows 34% of candidates apply on mobile.
- Use incomplete application rates to identify areas where candidates drop off and consider how you can improve it.
When applying is quick and seamless, the right candidates are more likely to complete their applications and stay engaged.
A smarter process brings better hires
The hiring landscape has changed, and top talent has more choices than ever. If companies want to attract and retain the best candidates, they need to create an application process that is efficient, engaging, and candidate-friendly.
When the process is optimisedoptimized from start to finish, hiring teams spend less time sorting through unqualified resumes and more time securing the right people for the job.
Learn more about enhancing your candidate experience in our latest candidate experience report here.
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