26 APR 2024

5 tips to fine tune your recruitment application process

In today's modern world, job seekers are pressed for time more than ever. Over the past decade at onlyFE, we've observed that FE Colleges simplifying their application processes are reaping remarkable rewards compared to those that stick with legacy practices.

It’s the age-old recruitment problem: how do you ensure you are getting all the information required to be able to assess candidate suitability for your vacancy, equally without turning them off by using lengthy, time-consuming application forms? At the same time, meeting compliance requirements for Safer Recruitment policies, Safeguarding, and Ofsted.

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Candidates in high-demand for those hard-to-fill roles

More and more, the FE sector is having to look outside of the industry to find suitable candidates with real-life work experience and skills who may not have considered entering teaching. Industries particularly Construction / Engineering, rely solely on CVs to start off the recruitment process and many applicants may not have experience of completing time-consuming application forms or why they are needed within Education.

It is imperative that the first stage in the application process is as simple, concise and swift as possible to encourage candidates to take that all-important first step. And explain why they need to complete an application form.

Here are our 5 top tips to make sure your application process attracts the best candidates:

Streamline your job vacancy page on your website.

The first place your candidate will look to assess your vacancy is your recruitment page.

This forms their first impression of your college and whether it is somewhere they would like to work. Make sure you list all benefits, perhaps add comments from current staff, everything helps to build of picture of what it’s like to work with you.

Ensure that the job vacancy page on your website is user-friendly, mobile-responsive (mandatory in 2024), and informative. Use clear calls-to-action and provide a transparent overview of the application steps, so they can assess how long it will take them to complete the process from the outset.

Try applying for a role on your own site, you can then start to list any barriers you encounter and address these to make the process as simple as possible… which is the key to encouraging applications.

Condense lengthy application forms.

We know it is ideal to gather as much information as possible about candidates early in the recruitment process, but balance this need with simplifying the process so as not to deter candidates. We have seen application forms up to a rather unwieldy and off-putting 18 pages in length! Fortunately, most online applications are far more user friendly these days and have many auto complete fields and drops downs.

Keep them short and simple.

Be flexible.

High competition for candidates with experience in ‘skills shortage’ areas such as Construction, Engineering and Green Skills, increases the need for an efficient application process.

Consider initially taking a CV and offering an informal chat with the Hiring Manger – this can be a great filter and can also start a conversation to gain an understanding of the candidate that no form can (the successful candidates can always complete the application form prior to employment).

Skills shortage candidates will take the easiest route to apply – they know they will be snapped up quickly – so don’t lose them to another college!

Communicate clearly.

Although an applicant may not be suitable for your current specific role, a future role may be just right for them or someone they know, so make sure all communication with them is clear, professional, and friendly to ensure your candidates have a great experience with your college. Also ensure you add their details to your internal talent pool for future use.

Frustration can arise when candidates are not sure of your recruitment timings or don’t hear back from you at all if they are not successful. Nurturing relationships, even at this early stage, and even with those whose application you won’t be progressing any further at this stage reflects well on the college and can result in positive outcomes in the future.

Use FE Specialists as your recruitment partners.

For the past decade, onlyFE have been on a mission to provide sensible cost-effective solutions to recruitment advertising, exclusively for FE Colleges & Sixth Forms.

We have the knowledge, expertise, and experience to get it right first time.

We have plenty more tips and advice tailored specifically to the FE Sector (it’s all we do!)

Including:

How to stop application drop off.
How to attract a more age diverse audience.
How to approach and hire passive candidates.
How to advertise for support staff – cost effectively.