Applying for a job in many organisations still feels like a compulsory number. A bit rigid, impersonal and sometimes even tiring. But what if we could transform the job application process into something that energises candidates? An experience that inspires, challenges and even brings a smile?
An attractive application procedure is not only nice for the candidate, but also a powerful tool for employer branding and retention. In this blog, we share how you can make applying for a job a party - with practical tips and insights from practice.
1. Start managing expectations
One of the biggest frustrations during the application process is lack of clarity. Candidates do not know exactly what the role entails, what the process is or what is expected of them. This leads to disappointment - both for the applicant and the employer.
Good communication is key. Make sure the job description is clear and realistic, that the application process is explained transparently and that there is room for questions. Also take time to discuss with the candidate how the role might develop in the future. This prevents wrong assumptions and increases the chances of a sustainable match.
2. Look beyond today's CV
In the application process, many organisations focus too much on today's hard requirements: diplomas, experience and specific skills. But really strong matches occur when you also have an eye for a candidate's growth potential.
What can someone contribute to your organisation a year from now? What talents can you develop? According to a survey by LinkedIn (2022), 87% of HR professionals think soft skills are as important - or more important - than technical skills these days. So look for ambition, learning ability and cultural fit. This is how you build a team that grows with your organisation.
3. Make the process personal and surprising
An application process that sticks? The one that is personal, warm and creative. For instance, start with a tour instead of ending with one. Let candidates meet the team beforehand, ask surprising questions and make sure the conversation is two-way. Let them really experience your culture.
Consider alternative formats such as a walk & talk, a lunch meeting with the team or an assignment that matches their talents. By making the process more human and less formal, candidates are more likely to feel at ease and, as an employer, you immediately show who you are.
Bonus: Respond to the needs of the new generation
The younger generations in the labour market - such as Gen Z - expect more from a job application process. They want interaction, transparency and a touch of fun. Consider innovative elements such as gamification, visual conversation starters or interactive questionnaires. This does not have to be complicated - it is all about creativity and experience. Organisations that really understand this generation know that the application process is an opportunity to connect, not tick off.
The power of a positive candidate experience
The application process is not only about selecting the right candidate, but also about putting yourself down as an employer. This is also known as the candidate experience called - the total experience of a candidate throughout the application process. And that experience counts. Talent Board research shows that 78% of candidates share their experience with friends, family or online - regardless of whether they were hired.
A bad experience? That one can damage your reputation considerably. But a good experience, even a rejection, can turn someone into an ambassador. Think of a personal rejection with constructive feedback or a thoughtful thank you after the interview. Small gestures make a big difference in how your organisation is perceived. So a strong job application process is not only about selecting, but also about connecting.
The application process as a powerful calling card
For many candidates, applying for a job is their first real introduction to your company culture. If the procedure is tight, clear and inspiring, it says a lot about who you are as an employer. Moreover, it increases the chances that candidates - even if they are not hired - will still talk about your organisation as an ambassador.
Want to know how to align the job application process with the entire employee journey? Then take a look at how Goals can help you with that through us Employer Branding Model.
