Applying for jobs has never been a breeze, although some candidates find it so much easier than others to organise their thoughts, answer questions and stick with it.  So, what should we be doing as employers to simplify the task and secure great and talented people to collaborate with us?  Post cards in shop windows inviting passers-by to” apply within” have been replaced with QR codes and video, although we still expect candidates to jump through so many hoops.  Are they all justified?

What do we really need to know about our candidates and what do they want to know about us?  This latter point is interesting because we often tell candidates what we think they need to know, yet we seldom ask them directly.  Then we think we need to know things about them and ask the same questions because we’ve always asked or someone else did.  You may need an unbroken five-year record of employment (and education) for roles in security or safeguarding, so why ask for ten?  It’s time to press the “pause” button and ask these questions:

• When did you last review your recruitment system and the questions you ask?

• Are the compulsory application questions still valid?

• Is the language still right for the audience you want to attract?

• What could you do differently for a better candidate experience?

So, what exactly are these candidate hoops all about?  First, there’s understanding the job and what it’s all about from a confusing job title or muddled advert.  There’s a widely held view that job seekers are only interested in identifying with the job title, the location and the rewards on offer, yet that’s only part of the story; they need context.  They need to know about the ethics of your business and your commitment to sustainability.  Trust me, they’re interested in opportunity, inspiration and development, as well as using their strengths in an environment that’s cool and collaborative.

Too many job titles have taken on a life of their own as they try to be different.  They’ve effortlessly and inadvertently alienated their audience.  Previously descriptive and well-known terms are being replaced with unconventional occupational labels for little gain.  But that’s a different story and a whole new argument for another day.  And now we’ve introduced locations like remote, hybrid, hub working and fully flexible, we’ve added to the confusion.  Let’s assume for a short while that we’ve untangled the job advert (or made good from the job description), got to grips with workspace and it’s time to apply.

For me, the candidate experience begins when there’s motivation to act.  In other words when the candidate audience is influenced to find out more or apply because the job and the organisation seem right.  In other words, they’ve concluded that your values and theirs are aligned.  Sometimes we collaborate with partners who are adept at positive messaging to broker the introduction, although there’s almost always a CV to submit or an application to be made.  It’s a process.

For me, the best processes are the ones which make sense.  The ones which highlight the candidate’s strengths and aspirations whatever the media.  If you ask for a list of responsibilities, that’s what you’ll get, so be clear when you’d like carefully signposted examples of strengths and achievements.  If you expect a cover letter or a statement of interest, then it’s a clever idea to give examples of what you’re hoping to see.

Candidates, if you’ve already read my CV guidance, you’ll know that I’m not a fan of multiple versions of constantly changing CVs.  Just because you remember to add a key phrase like performance metrics at the last minute, the chances are you’ll forget to talk about metrics in any supporting information or at interview if they’re not really your thing.  Then there’s the added pressure of finding the right one for the job in hand.  Be clear who you are; stick to your story as well as your ambition.

Here are my top tips on applications for candidates:

• Consider all available information sources

• Follow application instructions

• Be clear on what you want to say

• Use conversational language that works for you

• Work up a CV that’s exact, expressive and 100% you

• Engage your audience and avoid jargon

• Remember to signpost the reader

• Retain your definition and rhythm

If it’s time to reimagine applications, then get in touch and we’ll begin the conversation.  Let’s talk.