We’ve all been there—needing to craft a cover letter after going through a lengthy application process. It is no surprise, many candidates say they’d love to wave goodbye to parts of the job application process.
What Do Candidates Dislike The Most?
In a recent survey conducted by Nexxt, job seekers were asked: “If you could eliminate one thing from the application process, what would it be?” —and here’s what they said:
- Writing a cover letter
- Taking an employment test
- Filling out repetitive application forms
- Providing professional references
- Uploading or creating their resume
That top pick should raise eyebrows for anyone hiring right now. Cover letters took the cake—but the rest of the process didn’t get much love either. The underlying message is loud and clear: candidates value simplicity more than bells and whistles.
Why Speed Matters More Than You Think
42% of job seekers give up when it takes too long to even schedule an interview—and that number is up from 49% last year. Add outdated systems, vague follow-ups, and repeat forms, and candidates start to view your company as disorganized—or worse, uncaring.
First impressions count. If your process drags on, you risk losing top talent before you even meet them.
What Employers Can Do About It
Start by considering dropping the mandatory cover letter. It was the number one thing candidates said they’d love to skip. If you really want to see how someone communicates, ask for a quick intro video or ask a few short-written questions instead.
Next, streamline your application form. If a candidate uploads their resume, don’t make them type all that same info again. Use smart tech like autofill or resume-parsing tools to save time and reduce frustration. Changes like these go a long way.
When it comes to skill assessments, keep them short, clear, and relevant. If a test is necessary, make sure it doesn’t feel like a full-on exam. A 15-minute quiz or interactive task is enough to show you what a candidate can do without scaring them off.
Scheduling interviews? Make it easy. Use a scheduling link where candidates can pick a time that works for them. It’s fast, respectful, and shows you value their time.
And finally, keep people in the loop. Even a quick “We’re reviewing applications” email makes a difference. Ghosting candidates, especially after they’ve put in the effort, sends the wrong message. A little communication goes a long way in building a positive reputation.
Why This Pays Off
By making the process smoother, you see real wins:
- Faster hires. Cut tangled application webs, and great candidates will find you first.
- Better candidate experience. 38% reported that fast, respectful hiring processes signal a company that cares about its workforce.
- Boosted reputation. Candidates who felt respected even if they didn’t get the job are 33% more likely to recommend or reapply to your organization.
Want to stand out to great talent? Step up your game by stepping down on friction. The key is empathy: recognize that candidates are juggling job searches with life stuff. Ditch the unnecessary hurdles, making the essentials easy, and you’ll be the company that people enjoy applying to.
A smooth application process isn’t just good manners, it’s good business.
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