Job seekers applying for your jobs from job boards like Indeed, CareerBuilder, Glassdoor, etc. are no longer redirected to your career site. Instead, these job boards provide a Quick Apply (aka Apply Now, Easily Apply, Mobile Apply) feature to start an application. The Quick Apply feature allows the job seeker to apply for any job found on that board using a profile they have created with that specific job board. The Quick Apply feature is displayed regardless of what device the job seeker is using to apply (desktop computer, laptop, phone or tablet).
Quick Apply does not require applicants to fill out all of the information that may appear on your online application, which is why some clients ask if we can disable this feature. By directing applicants to the career site and full online application, the theory is that more applicants will complete the application.
But this is not the case. You are still more likely to get more overall completed applications with Quick Apply than without.
The Problem with Redirecting to the Career Site
In the past, before a Quick Apply option existed, the job boards directed applicants to your career site to apply and the assumption was that this provided a better experience for the job seeker - but the statistics no longer support this. When a job seeker is directed from the job board to the career site and is prompted to begin an application, the drop-off rate is significantly higher than when using their job board account to apply (Quick Apply). The number of applicants who start an application from the job board is around 60-70%. When redirected to the career site, the number of applicants who start an application drops to around 10%. This is because:
- Job seekers understand that when they see a "quick apply" option, they know to expect a quick apply process.
- They know that they can re-use the information they've already provided on their account profile to apply for different jobs with different companies and can manage their account in one place.
- When you direct an applicant to your career site to apply, the job seeker is no longer familiar with their options. And while we offer some of the same quick apply benefits with your online application, job seekers don't trust that once they've left the job board.
- If you have a 1-stage "long" application, we can't tell the job seeker the application process will be "quick", when a 1-stage "long" application - by definition - isn't.
Redirecting to the career site is no longer common practice because of this.
How can we leverage the benefits of Quick Apply and still achieve your specific goal to get completed applications?
Understanding the Goal
To achieve this goal, it's important to understand what motivates the players in the recruitment process.
Job seekers and job boards have the same goal, which is to have a good experience for the job seeker. The job seeker wants to be able to submit their resume quickly and easily to multiple jobs; and when a job seeker uses their account with the job board to apply for multiple jobs listings, the job board is successful.
But with the majority of job boards like Indeed**, Monster, Glassdoor, CareerBuilder, etc. applicants are ONLY submitting their resume with the Quick Apply feature, which is not what YOU want. As the employer, your goal is to get a large group of qualified applicants to complete your application - you don't just want a resume.
Finally, our number one sourcing goal is to maximize the number of completed applications you get per job, which aligns with your goal. We want to see your Application Completes figure increase, but not at the expense of simply funneling a ton of resume-only applications to you. That defeats the purpose of having an applicant tracking system!
So how do we align everyone's goals?
- Job Seeker - fast, easy process
- Job Board - get job seeker to remain on the job board and apply to multiple jobs using their job board account
- Employer - get the highest quantity of applicants to complete your full application
- Applicant Tracking System - get the highest quantity of applicants per job
After extensive testing, we have a process that has proven extremely effective for increasing the number of completed applications, and Quick Apply is an integral part of that solution.
First, the job seeker uses their account with the job board and the Quick Apply option to start the application. Then, we send a system-generated email to the job seeker thanking them for starting the application and advising them that the organization they applied with requires more information. The email concludes by inviting the applicant to click the provided link to the career site to complete the remaining questions. This email was strategically designed to have a warm, personable tone which has demonstrated conclusively to stimulate applicants to login and submit a completed application.
By clicking the link, the applicant is directed to the career site to continue the application where they must include all remaining information you have required on the application.
Below is an example, based on our testing, to show you how Quick Apply yields a greater number of applicants for you.
Combining this process with a 2-stage application will further increase your completed applicant count.
The end result is that using our solution nets 2-3 times the number of applicants over using a direct link from the job board to your career site. Our process, which starts with Quick Apply, is effectively driving improvement and getting more applicants to you.
We're helping you achieve your goal to have completed applications, from the top applicants, from the largest pool of job seekers possible.
While we know that using the Quick Apply feature will yield more completed applications for you, and because applicants aren't initially seeing your full application (remember, they're just starting the application), it will also yield more incomplete applications for you. If you're looking solely at the number of incomplete applications and see that the number has increased substantially, it might appear that this process is contrary to the goal.
However, if you look at both the total number of completed applications and incomplete applications, and remember that the goal is to increase the number of overall applicants you get, you will see that both numbers are increasing.
The number of incomplete applications is fueling the increase in the number of complete applications; so, the increase in incomplete applications shouldn't be viewed as a negative metric.
**Note** Our partnerships with Indeed, Glassdoor, and ZipRecruiter allow us to collect more information with their Quick Apply process than we can currently collect with other sources. Right now, for example, we can only initially accept a resume from CareerBuilder. But eventually, we will be able to collect your specific job questions and EEO information using Quick Apply as we do with Indeed.
Knowing Your Metrics
If you're ready to review your current metrics, Admin users can view the Reports dashboard and then select the Dashboard tab. The conversion information is displayed by default and has a green or red arrow to indicate an increase or decrease in these numbers for the last 30 days and for a 3-month average.
Can I disable Quick Apply?
We hope that you wouldn't choose to do this after reviewing this information and remind you that disabling Quick Apply will be harmful to your applicant traffic (sourcing). We don't recommend it. However, with Indeed ONLY, we can disable the Quick Apply option for those applicants who apply from a desktop computer, but we cannot disable it for applicants using mobile devices.
How can I justify more incomplete applicants?
If you look at both the total number of completed applications and incomplete applications and remembering that the goal is to increase the number of overall applicants you get, you will see that both numbers are increasing. Because the number of incomplete applications is fueling the increase in the number of complete applications, the increase in incomplete applications shouldn't be viewed as a negative metric. The number of incomplete applications is irrelevant, except as an indicator of applicant traffic.