Is a Motivated Application Ruled Out? Get the Shortcut to Finding the Best Candidates
Has the time passed to ask candidates to upload a motivated application? Findings from internal research suggest that recruiters spend most of their time reviewing CVs rather than applications.
Can you remember the last time you read every motivated application in a recruitment process? It’s easier to skim through CVs to identify the most relevant candidates, right quickly? The question is whether requesting a motivated application is always necessary when starting a new hiring process.
A survey of 878 companies found that 80% always start by reading the CV, and if it doesn’t catch their interest, 49% don’t read the application at all. So, is the motivated application essential in the early stages of recruitment? Candidates could save time by skipping the application, and you would have fewer documents to review.
The advantages are clear:
✅ Faster process for all parties
✅ More applicants – a lower barrier to applying
✅ Less administrative work and easier GDPR compliance
Opens the Door to a Broader Talent Pool
The advantage of this approach is that both you and the candidates save time. Instead of reading application after application, you can focus on CVs, while candidates avoid spending time writing a full-page motivation. This streamlined process can attract a broader and more diverse pool of candidates as applying becomes quicker and easier—a vital factor in a busy workday.
You can also take a minimalistic approach by requesting only the essentials:
- name
- phone number
- CV
Any additional information can be gathered later when it becomes relevant. This not only reduces the amount of data you need to process and sort through but also makes it easier to stay GDPR-compliant by limiting the collection of sensitive personal information.
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Considering Skipping the Motivated Application? Follow These Steps
If you’re thinking about omitting the motivated application in your next recruitment process, consider these steps:
- Adjust the application form to remove the requirement for a motivated application
- Clearly state in the job posting that you do not require a motivated application
- Ask for a brief motivation—just a few lines at the top of the candidate’s CV
- Conduct a screening call with a handful of relevant candidates to assess their motivation
- Evaluate motivation during the first interview to ensure a good fit
- Hire your new employee and enjoy a more efficient recruitment process
Can a Motivated Application Always Be Left Out?
But (because, of course, there’s a but) some roles do require strong writing skills. In these cases, a motivated application can be a valuable way for candidates to demonstrate their ability to communicate effectively in writing.
Alternatively, you can replace the motivated application with a case-based task. This allows you to assess a candidate’s writing skills while also gaining deeper insight into how they approach problem-solving. Instead of just telling you about their abilities, candidates can show them in action.
The conclusion? Whether to skip the motivated application depends on the role you’re hiring for. If writing skills are crucial, consider an alternative assignment that better showcases the candidate’s competencies.
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Successful Recruitments at a Danish Company
Aside from a series of successful recruitments at the Danish job add platform Jobindex, which has experimented with skipping the motivated application, there are still few reports or studies on whether this approach puts recruiters at an advantage.
Hopefully, these insights will inspire you to try them out in your next hiring process. Want to optimize your recruitment? Test a CV-only application process in your next hire—or use our platform, HR-ON Recruit, to make it even easier.
FAQ: Should You Skip the Motivated Application?
Is it necessary to ask candidates for a motivated application?
Many recruiters start by reading the CV and often skip the application. Therefore, it may be worth considering whether a motivated application is necessary in the initial process.
What are the benefits of skipping a motivated application?
It saves both the candidate and the recruiter time to skip the motivated application in a recruitment process. Additionally, it can attract more applicants, as the application process becomes easier.
How can you assess a candidate’s motivation without a motivated application?
You can ask for a brief motivation section in the CV, call relevant candidates for a phone interview, or assess motivation during the job interview.
Can a motivated application still be relevant in some cases?
Yes, especially for roles where writing skills are important. In these cases, a case-based task can be an alternative to a traditional motivated application.
Is there documentation to support that it improves the recruitment process?
There is very little literature on the topic, but companies like Jobindex have found success in skipping the motivated application. It may be worth testing in your own recruitment process.
