Digital advancements over the last decade have changed the way we do, well, almost everything. From contactless payments and dating apps, not forgetting the ability to purchase anything from bin bags and pegs to Smart TVs and cars on the internet, it feels like we can get everything from a swipe, tap or click. In many ways, these actions have revolutionised consumer behaviour, and - perhaps predictably - recruitment hasn’t been immune to these changes. So far, CV-Library, Indeed, Hays and LinkedIn are just a few platforms offering a ‘one click’ approach to job hunting – allowing those searching for jobs to pre-upload details about themselves onto an online profile and apply for as many jobs as they want to by merely clicking an application button on each advert that appeals. It is not at all dissimilar from the way an individual would purchase goods on Amazon or bid for an item in an eBay auction.
But what were those recruitment firms hoping to achieve by turning parts of the recruitment industry into a one-click shop. For LinkedIn it was about making applying for jobs less time consuming. A spokesperson for the professional social network explained: “We introduced one-click apply to make applying for jobs faster and easier.” Yet, despite the inarguable decrease in time it will take to apply for a job with just one click, some may question the suitability of this approach when recruiting for more complex roles, or when emotional, cultural or behavioural applicant assessments are required. While this function may have its uses, could it be deemed too simplistic?