In the age of LinkedIn and Indeed, students are submitting job applications en masse. “Easy-Apply” has streamlined the job application process to its simplest form, but as always, with a focus on ease, there is a tradeoff in quality. Application processes that are as cut and dry as Easy Apply mean that there’s often no prior interaction between prospective employees and employers and therefore, it’s a challenge to create interactions beyond the transactional.
Where have all the quality candidates gone?
The ideal candidate for your job is getting lost in the flood of applications generated by easy-apply features. Easy-apply features are too easy. Anyone who comes across the posting can throw their hat in the ring, and when it comes to selecting an employee who cares seriously about the role and company, that isn’t always desirable. Many companies are finding that applicants (and even some new hires) often lack necessary skills, genuine interest, or alignment with job expectations. The ease of applying through such features leads to a high volume of unqualified applications, making the hiring process more cumbersome for employers who must sift through them. Applicants are also left wasting time mindlessly applying to jobs they have no real chance of getting. Indeed Hiring Lab’s 2023 report indicates that about 60% of easy-apply applications are unqualified for the roles they target. If most applications aren’t suitable, how effective is an easy-apply process?
Instead of dealing with countless unqualified applications, here are some other approaches that could give you more quality interactions with candidates, leading to more targeted and fulfilling applications.
Ready for Quality? Here are some options.
Campus Engagements
Hiring the ideal individual for your job opening is not a one-way street. Expecting young talent to always network their way into or towards a role is unrealistic and certainly not the most fruitful or productive way to hire. Don’t sit back! Meet the talent that you’re looking for halfway! Students are more likely to take a job if the employer shows interest in them and reaches out first. 56% of students reported that a company’s proactive engagement significantly influenced their decision to accept an offer (NACE).
One of the best ways to meet the brilliant talent you’re looking for is to attend university career and job fairs. These are events that are guaranteed to have eager students who are ready to put their education into action.
“I think there’s so much benefit in meeting with recruiters and employers through career fairs because I love getting the chance to ask specific questions and gauge what they’re looking for. It also just feels more personal and I feel like I know what I’m getting involved with.”
Auny’e Bolden
Molecular & Cellular Biology Major, Class of 2027
Students intentionally attend these events to discover career-growth opportunities and will take your positions seriously. Though in-person engagements with students right there on their campus is invaluable, if your office doesn’t have the time, budget, or resources to be in-person, don’t underestimate virtual face-to-face interactions. They are the next best option to get a sense of who an individual is beyond their application.
(Speaking of which, Johns Hopkins will be hosting the International Career Collective (ICC) Career Expo in November. This virtual event offers a unique opportunity to connect with 120,000 actively seeking international students from across 23 universities — including Carnegie Mellon, Duke, and the University of Pennsylvania – serving as a prime example of the kind of university engagement that will connect you to qualified and ambitious students!)
Conduct On-site Interviews
Extending opportunities to meet with potential employees before they even submit an application can give the interested students an idea of what is necessary for the position, and an opportunity to discuss if applying would be in the interest of both parties. On-site interviewing cuts down significantly on applicants who aren’t serious about a role, as scheduling an appointment to meet is a qualifier for a candidate who is willing to put their time and energy into it.
Rework Job Descriptions
Reworking job descriptions to be inclusive and jargon-free can significantly enhance a company’s ability to attract qualified and motivated applicants, particularly among students and recent graduates. When job postings are written in clear, straightforward language, they become more accessible to those who possess the relevant skills and potential. LinkedIn’s “Future of Recruiting Report” found that job descriptions written in clear, concise language can lead to a 15% increase in the number of qualified applicants. This highlights that clarity in job postings helps potential candidates better understand the role and its requirements, leading to a more suitable applicant pool.
Inclusive language further helps in creating a welcoming environment for diverse and qualified candidates, allowing them to envision themselves in the role without feeling alienated by specialized terminology. As a result, job postings become more appealing, encouraging serious applications from qualified individuals who might otherwise overlook opportunities due to unclear or exclusionary job descriptions.
Utilize Referral Programs
Implementing a structured referral program can be a highly effective way to attract qualified candidates who are likely to be a good fit for your company. By encouraging current employees to recommend potential candidates, you leverage a network of individuals who already understand your company’s culture and job requirements. Employees are often adept at identifying candidates who possess the right skills and align with the organization’s values, leading to more precise referrals.
Referral programs also engage current staff by giving them a stake in the hiring process. When employees are incentivized to refer candidates, they are more likely to recommend individuals who will thrive in the role and contribute positively to the team. This approach not only streamlines recruitment but also ensures access to pre-vetted candidates who come with a built-in endorsement, making the hiring process more efficient and effective.
Leverage Industry Conferences
Industry conferences offer a valuable opportunity to connect with emerging talent and identify potential candidates who are newly entering the workforce. Much like university job fairs, these events gather professionals who are eager to engage with industry leaders and explore career opportunities. Attending these conferences allows you to interact directly with individuals who are passionate about your field and have up-to-date knowledge of industry trends and innovations.
In addition to meeting prospective hires, conferences allow you to scout for specific qualities and skills that align with your company’s needs. By engaging with attendees, you can identify candidates who demonstrate enthusiasm and expertise relevant to your industry. This proactive approach helps in finding top talent and enhances your company’s visibility, making it easier to attract individuals who are a good fit for your team.
A Word From Your Undergraduate Writer!
As a sophomore here at Johns Hopkins, I’m right in the middle of it all. Being on the pre-med track means I’m always open to and looking for job opportunities that will expand my skillset and experience, in every regard. But being a student at Hopkins means I’m also always busy! Though Easy-Apply processes might seem like the perfect cop-out, I want employers to get the best of me. I can personally testify and say that the two things that would motivate me to give an application my all is if 1) a recruiter/company showed interest in me personally, or 2) I know from a previous encounter or connection that I’m the kind of candidate they’re looking for. A peek of interest on a company’s behalf can really be the tipping factor in getting busy undergrads to apply.
So meet us students halfway! It takes almost 20 job applications for the average college student to get even one response (Handshake). We are more than willing to make the time and put in the work if a company is willing to take us seriously. We don’t want to give our all to an application just for it to get lost.
In a virtual world, “Easy-Apply” features can feel a lot like swiping on Tinder—quick and plentiful but not always meaningful. To stand out, focus on engaging with candidates as real people, not just numbers. Prioritizing quality over quantity in your recruitment efforts helps you attract candidates who genuinely align with your company’s vision and values. By investing in thoughtful, targeted strategies, you’ll not only streamline your hiring process but also build a team that drives sustainable success and growth. So, take the time to connect and see what amazing talent you can discover!
