When manufacturers struggle to attract skilled workers, the first instinct is often to post more jobs or increase job platform spending.
But sometimes the real problem isn’t visibility—it’s the application process itself.
Many companies rely on ATS to organize hiring. While these platforms help HR teams manage applicants, they can also introduce unexpected friction that discourages candidates from completing applications.
If your job postings get views but few completed applications, your ATS may be part of the problem.
What Is an ATS?
An ATS is software used to manage hiring. It allows companies to:
- Collect applications
- Track candidates
- Organize resumes
- Communicate with applicants
- Integrate with job platforms
For HR teams, ATS platforms can make hiring more efficient. But systems designed around internal processes don’t always match how candidates prefer to apply.
How ATS Platforms Can Create Application Friction
Many skilled workers abandon applications because of small barriers in the process.
Applications That Take Too Long
Some ATS systems require applicants to:
- Create an account
- Upload a resume
- Manually re-enter the same information
- Complete lengthy forms
For someone applying during a break or after work, a 20-minute application process can quickly become a reason to leave.
Poor Mobile Application Experience
Many candidates—especially in trades and manufacturing—apply using their phones.
If an application process isn’t mobile-friendly, candidates may encounter:
- difficult navigation
- form errors
- slow loading pages
When the process becomes frustrating, applicants often abandon it.
Too Many Required Fields
Some applications ask for detailed information immediately:
- full work history
- references
- certifications
- supervisor contacts
While this information is valuable later in the hiring process, requesting it upfront can discourage candidates who just want to express interest.
Signs Your ATS May Be Hurting Your Hiring
Manufacturers often see these warning signs when application friction exists:
- Job postings receive views but few completed applications
- Applicants start applications but never finish
- Skilled positions receive very few candidates
- Candidates ask if they can send resumes directly instead of applying online
These issues don’t necessarily mean there’s a lack of interest in your company—they may simply indicate too much friction in the process.
How Manufacturers Can Reduce Application Friction
Improving the application experience can often increase applicants without increasing job posting budgets. Simple improvements include:
- Shortening applications to only essential information
- Allowing resume-only submissions initially
- Ensuring applications work smoothly on mobile devices
- Removing unnecessary required fields
- Allowing candidates to express interest quickly
Additional information can always be collected later in the hiring process.
Why Hiring Is Becoming More Like Marketing
Hiring today increasingly resembles marketing and lead generation.
Before someone completes an application, they must first:
- Discover your opportunity
- Develop interest in your company
- Decide it’s worth their time to apply
If the application process creates friction at that final step, companies lose candidates who were already interested. Recruitment marketing focuses on improving the entire journey—from awareness to application.
Common Questions About Job Application Drop-Off
Why do candidates abandon job applications?
Candidates often abandon job applications when the process becomes too long or complicated. Common reasons include requiring account creation, asking for duplicate information after uploading a resume, poor mobile usability, and lengthy forms that take more than 10–15 minutes to complete.
How long should a job application take?
Most recruiting experts recommend that job applications take five minutes or less to complete initially. Additional information such as references or detailed work history can be gathered later during interviews or follow-up steps.
Do long online applications discourage skilled workers from applying?
Yes. Long or complicated online applications can discourage skilled workers from completing the process, especially when they are applying from a phone or during limited free time. Many candidates prefer quick applications that allow them to submit a resume or basic contact information first. When applications require multiple steps, account creation, or extensive data entry, completion rates often decline.
Making It Easier to Apply Can Strengthen Your Hiring Pipeline
Manufacturers often assume hiring challenges stem from a lack of applicants.
But sometimes the real issue is application friction.
By simplifying the process and reducing barriers, companies can often improve applicant flow without dramatically increasing recruitment spending.
