Top talent – those who are employed, in demand and interested in the next step – will only be interested insofar as your application process allows them to be.

We’re currently conducting research on the hiring process, including advertising, search, application and interview components (findings out next month) and we’ve already found that many companies restrict themselves to ‘average’ potential employees through complicated hiring processes. ‘Average’ – capable, second tier candidates.

This will not be news to those in the email marketing game who know that trying to get too much information up front impacts hugely on the number of those who respond. In fact, using A/B testing it’s been proven that if you ask for people’s surnames as well as their first name and email, the response rate goes down 41% compared to just asking for their first name and email.

It’s a natural desire to have as much information as possible at the beginning of the hiring process in order to make good decisions, however having this information is likely going to be at the detriment of the quality of candidates you have. Many systems ask for a resume and then send you through a rather clunky, often intrusive and always impersonal process just to get ‘registered.’ So far the talent has done all the work and the hiring business has done nothing. In the worst circumstances, systems require that you manually fill in your resume, after already sending it to the offending system, usually on the basis of making details easier to search for at the back end or ‘automating’ the hiring process.

Once we have more conclusive findings we’ll provide them to our community through our weekly ‘KnightTime’ newsletter.