Up to 90% of candidates you attract don’t finish their applications. Learn 4 fixes that will generate more qualified applicants today.

Regardless of how much time and money you’re investing in attracting candidates to apply, whether through job ads or other means, a poor candidate experience can bring results to a screeching halt.

That’s why we’re breaking down exactly how to recognize when you’re being pulled down by poor candidate experience, how to locate problem areas and then implement the right changes to unleash the floodgates and get more completed applications from qualified talent.

Learn specific improvements that can increase your conversion rate of completed applications by 194%!
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RESOURCES & LINKS:

Watch the full webinar for free: [ Ссылка ]
Rally Recruitment Marketing community: [ Ссылка ]
Skuid: [ Ссылка ]
RallyInside.io Recruitment Marketing Analytics & Benchmarking tool: [ Ссылка ]

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SPEAKER:

Karl Wierzbicki
VP Marketing, Skuid
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TRANSCRIPT:
The fix is to get them into the application as quickly as possible. And there's a couple of different strategies for doing this. Instead of putting account creation upfront, look for ways to either defer or eliminate that account creation step. So one of the things that we could do is just to just get the application started, ask for the basics, what's your name?


What's your email address? Everybody knows what that is. They don't have to, you know, pick a password or anything like that. Instead of having two forms for the it's account creation or the talent network. Just have a toggle on there. Hey, do you want updates about jobs? Hit the toggle and then what we'll do is, you know, will sign you up for for both of those systems later on and we'll do it behind the scenes.


So let's take a look at that. The farther you could get people through the application, the more committed they are to completing it. So the goal is to drive people through the application as quickly as possible so that they build that momentum and maintain that commitment to complete it.

Also shows like this number of steps, too. I think that's also a user experience, best practice that's being brought to the candidate experience of showing those steps. It's like you're setting their expectations.

So the idea here is, you know, to combine the talent network form in the ATS registration form, get rid of it upfront. So think about all of the different systems that are implicated in the candidate journey. Some of them are in your talent acquisition tech stack and others are not.

They're just cloud based services or social networks that candidates use. I mean, the goal here is to lace these systems together in a way that saves candidates time and makes their experience easier. So like, here's a page in there, apply flow. And what we've done here is harvested information from their social media profiles or an uploaded resume that they've got stored somewhere else.

You know, parse it, put it into the application flow, and once people validate that information is accurate, we just take the stuff that we needed to create the ATS user account or the talent network account from this page in the apply flow. And what we could do is then push it into the separate systems, each respective system, and create that account on behalf of the user behind the scenes so that they don't have to do it.

They'll get a notification from those systems showing them how to log in later on so that they can check the status of their application or set the preferences, etc. But with this strategy, it's able to get rid of those multiple steps that used to be up front and, you know, handle it for them.

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