If there’s one stage of the hiring process where I’ve seen companies lose qualified candidates, it’s during the application process. Organizations that had long, complex applications filled with repetitive questions—and watched talented candidates abandon them halfway through.
Over time, I’ve learned that keeping it simple is the best way to maintain a steady flow of engaged applicants. The easier it is for candidates to apply, the more likely they are to complete the process and stay interested in the job. In this post, I’ll share how to simplify the application process while ensuring you get the information you need.
1. Keep It Short and Simple
I’ve seen companies ask for far more information than they need—sometimes requiring applicants to retype their entire resume into lengthy online forms. That’s a surefire way to lose candidates. Every extra step increases the chance of drop-off.
What I Recommend:
• Limit the application to essential information: contact details, resume, and key experience.
• Avoid asking for duplicate information that’s already on the resume.
• Consider adding a LinkedIn auto-fill option or resume upload feature.
2. Go Mobile-Friendly
With over 60% of job seekers applying from their phones (Indeed), having a mobile-optimized application process isn’t just nice—it’s essential. I’ve seen great candidates drop off because an application was too difficult to complete on a phone.
Best Practices:
• Make sure your careers page and application forms are responsive on all devices.
• Use large, clickable buttons and easy navigation.
• Avoid pop-ups, long dropdown menus, and overly complicated forms.
3. Provide Clear Instructions
One of my biggest pet peeves is unclear application instructions. If candidates don’t know what’s expected of them, they’ll quickly lose patience and move on to the next opportunity.
Here’s How to Fix This:
• Use clear, straightforward language to describe each section of the application.
• Specify file formats for resumes, cover letters, or portfolios.
• Outline next steps in the process, including how long candidates can expect to wait for a response.
4. Enable Application Tracking
One thing I’ve learned is that candidates appreciate knowing where they stand during the process. I’ve seen simple status updates reduce applicant anxiety and keep candidates engaged for longer.
What Works Well:
• Set up automatic email notifications confirming when applications are received.
• Offer a candidate portal where applicants can track the status of their applications.
• Share estimated timelines for when they can expect to hear back—or let them know if only shortlisted candidates will be contacted.
5. Avoid Mandatory Account Sign-Ups
I’ve lost count of how many great candidates I’ve seen drop out because they were required to create an account just to apply. This is an unnecessary barrier.
How to Simplify It:
• Allow candidates to apply without creating an account.
• Offer a “save and return” feature if the application is longer—but keep it optional.
• Enable one-click applications through LinkedIn, Google, or other platforms.
6. Be Transparent About What Happens Next
Candidates hate being left in the dark. I’ve found that setting clear expectations upfront helps keep them engaged and motivated to complete the process—even if it takes some time.
What I Recommend:
• Clearly explain each step of the hiring process (e.g., resume review, interviews, offers).
• Share estimated timelines for each stage.
• Follow through on your communication promises—if you say they’ll hear back in two weeks, make sure they do.
Final Thoughts: Simplicity Wins Top Talent
In today’s fast-paced world, convenience is everything. By keeping the application process simple, clear, and mobile-friendly, you’ll attract more qualified candidates and keep them engaged from start to finish.
In my next post, I’ll cover Staying Connected: Communication Best Practices for Keeping Candidates Engaged. Stay tuned!
If there’s one stage of the hiring process where I’ve seen companies lose qualified candidates, it’s during the application process. Organizations that had long, complex applications filled with repetitive questions—and watched talented candidates abandon them halfway through.
Over time, I’ve learned that keeping it simple is the best way to maintain a steady flow of engaged applicants. The easier it is for candidates to apply, the more likely they are to complete the process and stay interested in the job. In this post, I’ll share how to simplify the application process while ensuring you get the information you need.
1. Keep It Short and Simple
I’ve seen companies ask for far more information than they need—sometimes requiring applicants to retype their entire resume into lengthy online forms. That’s a surefire way to lose candidates. Every extra step increases the chance of drop-off.
What I Recommend:
• Limit the application to essential information: contact details, resume, and key experience.
• Avoid asking for duplicate information that’s already on the resume.
• Consider adding a LinkedIn auto-fill option or resume upload feature.
2. Go Mobile-Friendly
With over 60% of job seekers applying from their phones (Indeed), having a mobile-optimized application process isn’t just nice—it’s essential. I’ve seen great candidates drop off because an application was too difficult to complete on a phone.
Best Practices:
• Make sure your careers page and application forms are responsive on all devices.
• Use large, clickable buttons and easy navigation.
• Avoid pop-ups, long dropdown menus, and overly complicated forms.
3. Provide Clear Instructions
One of my biggest pet peeves is unclear application instructions. If candidates don’t know what’s expected of them, they’ll quickly lose patience and move on to the next opportunity.
Here’s How to Fix This:
• Use clear, straightforward language to describe each section of the application.
• Specify file formats for resumes, cover letters, or portfolios.
• Outline next steps in the process, including how long candidates can expect to wait for a response.
4. Enable Application Tracking
One thing I’ve learned is that candidates appreciate knowing where they stand during the process. I’ve seen simple status updates reduce applicant anxiety and keep candidates engaged for longer.
What Works Well:
• Set up automatic email notifications confirming when applications are received.
• Offer a candidate portal where applicants can track the status of their applications.
• Share estimated timelines for when they can expect to hear back—or let them know if only shortlisted candidates will be contacted.
5. Avoid Mandatory Account Sign-Ups
I’ve lost count of how many great candidates I’ve seen drop out because they were required to create an account just to apply. This is an unnecessary barrier.
How to Simplify It:
• Allow candidates to apply without creating an account.
• Offer a “save and return” feature if the application is longer—but keep it optional.
• Enable one-click applications through LinkedIn, Google, or other platforms.
6. Be Transparent About What Happens Next
Candidates hate being left in the dark. I’ve found that setting clear expectations upfront helps keep them engaged and motivated to complete the process—even if it takes some time.
What I Recommend:
• Clearly explain each step of the hiring process (e.g., resume review, interviews, offers).
• Share estimated timelines for each stage.
• Follow through on your communication promises—if you say they’ll hear back in two weeks, make sure they do.
Final Thoughts: Simplicity Wins Top Talent
In today’s fast-paced world, convenience is everything. By keeping the application process simple, clear, and mobile-friendly, you’ll attract more qualified candidates and keep them engaged from start to finish.
In my next post, I’ll cover Staying Connected: Communication Best Practices for Keeping Candidates Engaged. Stay tuned!
