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Using Ciphr iRecruit and Indeed ‘One Click Apply'

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This article explains your options for balancing application volumes with data capture when you advertise Ciphr iRecruit vacancies on Indeed.

Contents

If you publish your vacancies held on Ciphr iRecruit to ‘Indeed’ you will be aware that Indeed offers a One Click Apply option, allowing candidates to submit an application quickly and easily. This often helps drive higher application volumes due to the minimal effort required from candidates. 

The downside, however, is that the application and candidate data remains within Indeed rather than being created directly within iRecruit. This is standard across most ATS platforms and Job Boards and is not specific to iRecruit or Indeed.

Many customers use the Apply with Company option. This redirects candidates from Indeed to iRecruit, where they must complete the application directly within your iRecruit as your ATS platform. Whilst this approach ensures all candidate data is captured within iRecruit, it can sometimes impact application volumes as the process naturally takes longer than a single-click application.

There are some options you may wish to consider to drive higher volumes:

Option 1 - Offline applications

Candidates could use Indeed's One Click Apply functionality, with recruiters downloading application details from Indeed and then creating an Offline Application within iRecruit.

This approach would involve manually transferring candidate information from Indeed into iRecruit.

Pros Cons
  • Enables candidates to benefit from the simpler application process
  • Candidate records can still be created within iRecruit
  • Potentially higher rate of applications 
  • Manual and potentially time-consuming data entry, particularly with larger application volumes
  • Increased risk of data entry errors due to manual processing

 

Option 2 - Bulk CV upload

Candidates could apply via Indeed's One Click Apply functionality, with recruiters downloading candidate CVs and using iRecruit's Bulk CV Upload feature to create applicant records against the relevant vacancy.

Pros Cons
  • Less manual than creating individual offline applications
  • Candidate records are still created within iRecruit
  • Still requires administrative intervention by recruiters
  • Some candidate information may need additional validation following upload

 

Important - considerations to options 1 and 2:

Both options share the same caveat.

When candidates are invited to interview, they would ordinarily receive an email containing a link to accept the interview invitation through the candidate portal. As these candidates would not have registered directly within iRecruit, they would not initially have login credentials.

This can be managed by triggering a password reset from the recruiter portal prior to sending the interview invitation. This generates an email providing the candidate with their login credentials.

Suggested messaging could be:

Congratulations, you have been shortlisted for the role of [Job Title]. You will shortly receive an interview invitation. When this arrives, please use the login credentials provided in this email to access the candidate portal and confirm your attendance.

Option 3 - Two-stage application process

Retain the current "Apply with Company" approach but simplify the initial iRecruit application form significantly, ideally reducing it to a short, single-page application.

Candidates can then be shortlisted based on the information provided. At the shortlisting stage, an automated email can be sent advising:

Congratulations, you have been shortlisted for the role. Please click the link below to complete the next stage of your application and provide some additional information.

The remaining sections of the application form can then be completed only by candidates who progress further in the recruitment process.

Pros Cons
  • Reduces candidate drop-off during the initial application stage
  • Maintains data integrity within iRecruit
  • Avoids the manual administration associated with Options 1 and 2
  • Ensures only genuinely interested and shortlisted candidates complete the more detailed application requirements

 
  • Still a more involved application process than One Click Apply on Indeed 

 

Best practice 

Based on our experience, Option 3 would generally be considered best practice, as it provides the best balance between maximising application numbers, maintaining applicant data within iRecruit, and minimising additional administrative workload for recruiters.

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