Overview
This article is for all users who review applicants and manage job postings. It explains what incomplete applications are, why they occur, why visibility into them is valuable, and how to convert more starts into completed applications without reducing total applicant flow.
The Incomplete Apps (Applicants) tab gives users other than Assigned users visibility into job seekers who started, but did not complete, your application. These are “incomplete” applicants. With the list so easy to access, a high volume can feel unsettling. In many cases, it indicates healthy top-of-funnel activity; there are also concrete actions you can take to improve completion and get more qualified applicants.
Important: Your goal is not only a high completion rate; it is to maximize the total number of completed applicants. Visibility into incomplete applications helps you do both.
Why Incomplete Applications Happen
Incomplete Applicants From Job Boards (Often Positive)
Many job seekers start applications directly on job boards via apply integrations with Indeed, Glassdoor, ZipRecruiter, and Talent.com. Job seekers prefer this, and application starts increase dramatically.
The system checks each job board submission against your application requirements. If sufficient, the application is set to complete. If not, the job seeker receives a series of emails requesting that they log in to complete their application.
You may notice a higher percentage and number of incomplete applications. Keep in mind the objective is total completed applicants, not just completion rate.
Example Impact
Before 2010, a job posted to Indeed or Glassdoor might generate 100 job seeker visitors. Of those, 10 might start an application, with 7 completing it (70% completion).
With job board apply integrations, those same 100 visitors stay on the job board, and most likely 40 of them might start an application. With a 50% completion rate from follow-up emails, 15 finish.
While the completion rate drops from 70% to 50%, completed applicants increase from 7 to 15. “We count this as a HUGE WIN since we doubled the applicant flow.” While results vary, increases like this are common.
Incomplete Applicants Due To Application Questions (Needs Attention)
If an application is too long, asks too many questions, or includes questions that offend job seekers, they may abandon the process and not return.
This is not usually about dedication; qualified candidates have options and may not be willing to jump through extensive hoops before receiving something in return (e.g., an interview or a call with a real person).
How To Reduce Incomplete Applications
Follow the steps below to assess your current process, engage incomplete applicants, and improve completion.
Step 1: Evaluate Where Applicants Drop Off
Open the Reports area and go to the Analytics tab to identify which sections drive the most drop-off.
Walk through your application as if you are an applicant and note changes needed:
Do the instructions make sense?
Do the questions make sense?
Are there questions you do not use answers to (e.g., former employer’s street address or phone number)?
Are you asking for reference email addresses and phone numbers upfront?
Important: If your application is too long or intrusive, top talent may abandon it.
Step 2: Shorten And De‑risk Your Application
Remove offensive or unnecessary questions and shorten long sections.
Keep only questions you need at this early stage; defer detailed requests until later.
Step 3: Engage Incomplete Applicants
Use the Incomplete Apps (Applicants) tab to quickly review in-progress applicants for roles where you need more candidates.
If a candidate looks promising:
Convert the application to complete (if appropriate to your process), and continue with hiring steps.
Or directly reach out by text or phone and ask them to finish.
The system automatically sends out three reminder emails over the course of a week; a live call can be especially effective for professional roles or very long applications.
Step 4: Implement A Two‑Stage Application
Break your application into two stages:
Stage 1 (Initial expression of interest): Limit to Job Questions, Resume, Source, and Voluntary Disclosure forms. This should take less than 3–5 minutes and can be completed directly on job boards.
Stage 2 (Full application details): Include Education, Employment History, References, Additional Questions, Applicant Statement, etc. Request this later in the process (e.g., before an in‑person interview) only for candidates you intend to advance.
To request Stage 2 from selected candidates, use the Action dropdown to send the request. This triggers an email/text link to complete the remaining sections.
Step 5: Leverage Job Board Apply Integrations
Keep apply integrations active to maximize application starts.
Remember that while the completion percentage may decrease, the total number of applicants who complete typically increases.
Note: Switching to a two‑stage application often increases applicant flow and improves the applicant experience and employer brand.
Reporting/Troubleshooting/Best Practices
Optimize early stages: Ask only for what is needed in Stage 1; defer detailed data to Stage 2.
Monitor analytics regularly: Use Reports > Analytics to track where applicants drop off and iterate.
Human follow-up matters: A quick phone call or text can convert high-intent candidates who ignored reminder emails.
Respect candidate time: Avoid collecting detailed reference contact info or full employment history until a candidate advances.
Balance metrics: Track both completion rate and total completed applicants; prioritize total completed applicants.
FAQs
Why is it good to see how many incomplete applications I have?
It shows the size of the problem and the opportunity to recover candidates with small process changes and outreach.
What can I do with incomplete applicants?
Review them in the Incomplete Apps (Applicants) tab, convert promising ones to complete if appropriate, or contact them by text/phone to finish. The system also sends three reminder emails over the course of a week.
Why are we getting so many incomplete applicants?
Two main reasons: job board apply integrations (often positive and increase total completed applicants), and an application that is too long or off-putting (needs attention).
How do job board apply integrations affect completion rate and applicant volume?
They may lower the completion rate percentage but usually increase total completed applicants (e.g., from 7 to 15 per 100 visitors in the provided example).
How can I decrease the number of incomplete applicants?
Shorten the application, remove unnecessary or offensive questions, review drop-off analytics, engage promising incomplete applicants, and implement a two‑stage application.
When should I request full details like references and full history?
During Stage 2, later in the process (e.g., before an in‑person interview), and only for candidates you plan to advance.