Are Online Application Forms Good Enough?

Introduction

• This is important for both employer and seeker but so often the process is strewn with errors, faults, and bad software.

• I have had many issues with the likes of Workplace and having to recreate passwords 90% of the time. Autofill misses out on a vacancy so you have to delete half and restart often resulting in wasting more time just moving on and not applying.

• These are just some of my experiences and feel free to comment with your own.

  
  

The Rise of Online Applications

• The growth of online job applications in the digital age obviously means this process needs constant iteration for it to work but also demonstrates the company's ability to adjust and transition.

• Increased accessibility for job seekers is key with the right information being asked for and enabling seekers to easily supply this. This is the case in around 20% of companies (not dependent on size, vertical or geography). but the rest use poor 3rd parties or just don't invest in a process that benefits both parties.

• Technology has changed the hiring landscape tremendously with not just these forms but the whole people-centric management and measurement to produce metrics that are quite incredible. This begs the question 'why has the application process been neglected', surely you want the best people to apply so the costly solutions can identify the ROI down the road. Baffling!

• The advantages of online application forms for employers should be about attracting the best talent and giving them an initial platform to demonstrate who, why and what they are.

• A streamlined process for receiving and reviewing applications has been a bone of contention as ATS is taking away that "gut feeling" screening process and cannot assess things like personality, cultural fit, demeanour and mannerisms. The more we improve the application process the better the screening will be saving time and money further down the road.

• The ability to manage and sort large volumes of applications efficiently is good and I agree sometimes you see 389 people have applied but there is still a place for making sure all the right criteria are laid out upfront. I had recently been approached and the job seemed excellent, I went through the application and the recruiter came back and said they were keen to have an initial call. Once we had that I was put forward and met with the sales director. The first question he asked was, "Are you Microsoft security qualified"? The answer was no but I can get that done fairly quickly as I met 90% of the criteria. The meeting ended and time was wasted! This could have been entered at the application and even form stage reducing filtering, saving time and ultimately money.

The Challenges of Online Applications

• Personal struggles encountered while filling out online forms.

- Technical issues such as website crashes or glitches.

- Overwhelming number of questions and required information.

• The impersonal nature of online applications.

- Lack of personal connection with hiring managers.

- Issues with automated responses and lack of feedback.

Evaluating Effectiveness

• Assessing whether online application forms truly reflect a candidate’s abilities.

- The impact of application tracking systems (ATS) on the hiring process.

- Concerns about potential biases in automated screening.

• Experiences with successful and unsuccessful applications.

- Insights gained from rejections and what could have been improved.

- Importance of tailoring applications to fit job descriptions.

Best Practices for Job Seekers

• Tips for optimising online applications to stand out.

- Customizing resumes and cover letters for each job.

- Utilising keywords relevant to the position to navigate ATS filters.

• Strategies for following up after applying.

- Importance of networking and reaching out to contacts within companies.

- Crafting effective follow-up emails to express continued interest.

The Future of Job Applications

• Predictions for the evolution of online application processes.

- Potential integration of AI and machine learning in recruitment.

- The role of video applications and other innovative formats.

• My thoughts on what changes would improve the online application experience are common sense, know what you want and ask it. Don't neglect the human side for total automation and AI as it does always apply 100%.

- The suggestions for companies to enhance user experience on application platforms would be end to end with a % of human interaction or override and know what you want.

- I cannot stress the importance of maintaining a human touch in the application process.

Conclusion

• A recap of my personal experiences and insights gained from using online application forms is its a smorgasbord and either be patient or pick the better process.

• My final thoughts on whether online applications are good enough are not at this time as it's not seen as contributing to the bottom line yet.

• I encourage job seekers to adapt and optimise their approach to online applications by building up a wealth of collateral that they can refer to and adapt quickly so agility is the key. The companies do very little work in any of this process and that includes the offer and screening.