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Attract the Best: The Power of Low-Touch Applications

Amber Hunt

Fri, 21 Jul, 2023

  • Reading Time:
    ~ 3 minutes

Are you struggling to find qualified candidates for your open roles? In the current recruitment, it’s more important than ever to have an optimised application process. Moving from high-touch applications to low-touch job application forms is a powerful way to attract more qualified candidates and give your recruitment process the best chance of success. In this article, we’ll look at why low-touch application forms are the key to attracting top talent to your role, the main differences between high and low-touch, UX tips to help you create high-converting application forms, and more.

What is a Low-Touch Job Application Form?

Low-touch job application forms are forms that require applicants to fill out a smaller number of form fields or take fewer steps to submit a job application. This means reducing the number of fields in an application form, making your careers page easy to find, and reducing the drop-off points in your recruitment flow. It’s a change from the all-too-common job application process that requires applicants to copy-paste their CV or resume into a form with 100 fields and ignore the work someone has already put into crafting their CV to stand out.

Why Low-Touch Application Forms are Key to Attracting Top Talent

Low-touch applications are effective because top candidates don’t want to spend hours applying for a job that takes their interest. They want to put their prospective application in and have a conversation with the recruiter hiring for the role. A low-touch application process enables that. For example, most recruiters will have more conversations with highly qualified candidates using low-touch methods. Reaching out to a candidate with a friendly email or InMail to let them know about the role will gather more attention than posting a link to an application where a candidate needs to fill out a long and time-consuming form to proceed. It’s also effective for passive candidates. If someone notices your application and sees it doesn’t require much effort to apply, they’ll be more likely to.

Differences Between High and Low-Touch Job Application Forms

High-touch applications are good for roles with a high volume of candidates. Some friction in the application flow will filter candidates and you’ll be left with only the most motivated applying. You can gather all of the details and application information that you need to help your team quickly filter through applications and find the applicants you’d like to progress to the next stage. However, high-touch applications can turn off well-qualified applicants, particularly if they’re more of a passive than an active candidate. On the other hand, low-touch applications have a variety of benefits. If you try to use low-touch application workflows for roles that would be a better fit for a high-touch approach, you’ll be out of luck.

UX Tips to Create a Low-Touch Application Process

The user experience (UX) of your careers site and application is an often-overlooked part of the hiring process. No matter how good your public-facing company culture is, an application process that’s difficult to complete will lead to a lower number of applicants. Here are four UX tips to create a low-touch application process:

  1. Make the application process short and sweet by reducing the number of fields.
  1. Make your careers page easy to find by placing it in your website header, footer or main menu.
  1. Use chatbots to help candidates navigate the application process and answer any questions they might have.
  1. Add a progress bar to your application form so that candidates know how long it will take to complete.

In addition to the UX tips mentioned earlier, there are a few more strategies to consider when creating a low-touch application process. Firstly, make sure your job postings are clear and concise. Vague job descriptions can be a major turn-off for potential candidates. Instead, focus on the specific skills and qualifications needed for the role. Another strategy is to offer alternative methods for submitting applications, such as through social media or via email. This can be especially effective for passive candidates who may not be actively searching for a job, but would be interested in hearing about new opportunities.

It’s also important to ensure that your application process is mobile-friendly. Many candidates will be browsing job postings and submitting applications on their mobile devices, and a clunky or difficult-to-use application form can be a major deterrent. Finally, be sure to follow up with candidates in a timely manner. Even if they are not the right fit for the current role, they may be a good fit for future opportunities, and leaving a positive impression can go a long way towards building a strong employer brand.

In conclusion, a low-touch application process can be a powerful tool for attracting top talent to your organisation. By streamlining the application form and reducing friction in the recruitment process, you can create a more positive candidate experience and increase your chances of finding the right candidate for the job. By focusing on UX, job clarity, alternative application methods, mobile-friendliness, and timely follow-up, you can optimise your recruitment process and build a strong talent pipeline for your organisation.

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