Learn 4 fixes that will generate more qualified applicants today.

1. IN PARTNERSHIP WITH
4 Fixes That Will
Generate More
Qualified Applicants

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Today’s Speaker

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Our Speakers
Lori Sylvia
Founder and CEO
Rally
Karl Wierzbicki
VP Marketing
Skuid

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About Skuid
Headquarters
USA
Chattanooga Office
Founded
2013
Customers
350+
Best Places to Work
2021
Inc. Magazine
5-Year CAGR
21%
Inc. 5000
4 consecutive years
Humanize enterprise software.
We believe there is a better way for
operational leaders to drive
high-performance impact —
delivering business agility with applications
that people love to use.

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What you’ll learn today
• How to recognize when you’re delivering a poor candidate
experience
• How to locate the areas of your candidate experience that are
causing the most trouble for candidate
• How to fix problem areas without completely changing your ATS
• Real examples of companies solving friction points affecting their
ability to recruit
• What technology can help you deliver a seamless candidate
experience

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4 Fixes That Will
Generate More
Qualified Applicants

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Recognizing you have a problem

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Recognizing you have a problem
• Look at the data: conversion rates
• No data, no problem: qualitative analysis
• Walk a mile in the candidate’s shoes
• Survey, ask during interviews, apply for a job yourself

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The apply flow is critical
• All your TA, RM, advertising and ebrand efforts drive to the apply flow
• It’s the single conversion point all candidates must go through
• A broken apply flow:
• Is inefficient – you’re filling a leaky funnel
• Creates a negative impression of brand - reputation and financial
• Slows down hiring

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• Complicated and confusing
• It takes too long
• Asked to re-enter information
• Doesn’t work well on mobile
Friction in the experience!
9 out of 10 candidates drop-off before
completing their application

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Look at the candidate journey
Google /
Job board
ATS CRM ATS
This is what applying for a job looks like for 65% of candidates

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What poor candidate experience looks like

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What poor candidate experience looks like

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What poor candidate experience looks like

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Does the experience change?
• Is branding
consistent?
• Does navigation
change?
• Is the quality of
experience the
same?

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After clicking “Apply”
• Navigation
disappears
• No rich content
• Feels like you’ve
gone to a different
site

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Do you share branding?
• Is the experience
yours or your
vendor’s?

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Create an experience as
unique as your brand
Own the:
• Browser icon
• Address bar
• Copyright
• Look and feel
• Content
• Flow
Fix #1

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Requiring users to create accounts
• Up-front account
creation required
• Candidates have to
re-enter information

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Get them into the application fast
• Get rid of up-front
account creation
• Combine talent network
and ATS registration
Fix #2

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Lacing it together
ATS
CRM
Prefill
• Combine talent
network and
ATS registration
• Get rid of
up-front ATS
registration

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Too long
• The longer it takes, the less
likely people are to
complete it
• People are 365% more
likely to quit applying after
15 minutes

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Simplify the apply flow
• Look at your flow and
eliminate all unnecessary
questions
• Take out anything that
recruiters don’t need
• Take out what’s not
immediately necessary
• Create abbreviated flows
for key roles
Fix #3

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Simplify the apply flow
• Keep it short and sweet
• Don’t program for the
exceptions
• Let recruiters do a second
pass for promising
candidates

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How is the mobile experience?
83%
of Recruitment Marketing
engagement is on a
smartphone or tablet
Source: Rally® Inside™

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Mobile-optimized vs mobile-friendly
Mobile-optimizing increases mobile conversion by 620%
Mobile Friendly
Pared down version of
desktop experience
Mobile Optimized
• Rich experience through
responsive web design
• Enhanced UI for touch /
gestures
• Optimal content formatting
and layout
• Full branding
Fix #4

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• How do you
find/understand
which area is
causing the most
trouble?
• Analytics
Prioritizing
Skuid customer data
13%
22%
60%

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Prioritizing
• If you don’t have quant data, do a qualitative
assessment
• Develop a scorecard - reach out if you’d like ours
• Apply for your job vs. apply for your competitor’s
job… How did you do?

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“I can’t change the ATS”
You don’t have to rip and replace the ATS
• Make changes in your ATS
• Look for third party solutions
• Maintain the integrity of your ATS / SOR
• Avoid solutions that take data outside the ATS
• Avoid solutions that create new problems

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Apply flow impacts candidate quality
• The best candidates don’t have time for a
terrible apply flow
• Apply flow shouldn’t be a screening
mechanism

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Positive outcomes for Piedmont
Enormous success recruiting high-quality nursing talent in a short period of time
“Our executive team is
floored because they
thought we might be
able to get one or two
cardiovascular OR
nurses, and we got
eight in less than 60
days.”
60% of applications
from mobile and
trending up
Application went from
taking over 25 mins to
complete to 2.5 mins
Application completion
rate is over 70%
Hired EIGHT
cardiovascular operating
room (CVOR) nurses
within two months

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Pro Tips
1) Get the facts - data or qual assessment!
2) Audit your hiring competition
3) Compare scorecards and prioritize the
biggest gaps
4) Build the business case - what’s good for
the candidate is good for business!

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Thank you!
Up next… Q&A

35. Join us in December for…

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Q&A
Lori Sylvia
Founder and CEO
Rally
Karl Wierzbicki
VP Marketing
Skuid

37. IN PARTNERSHIP WITH
Thank you!
4 Fixes That Will
Generate More
Qualified Applicants