When it comes to job applications, every minute counts in the race for talent. In this interview, Bas van de Haterd talks about the biggest disparities in job applications in Australia and the Netherlands, as well as the increasing role of AI in the world of recruitment.
Time-to-apply: 2 versus 5 minutes
Van de Haterd has conducted extensive research on this subject in the Netherlands for over 17 years, and now his focus has extended to Australia. He has explored the expectations of candidates and how companies can learn from each other to build successful international career sites. So, how do the two differ? “In the Netherlands, over 50% of candidates can apply within just two minutes”, he says. “Whereas in Australia, this process typically takes over five minutes”, he says.
More people ghosted in Australia
While job search platform ZipRecruiter found that many jobseekers aren’t shy about cutting off contact with recruiters — its survey found that 22% had ghosted a prospective employer during the application process — the same happens the other way around. “The number of people ghosted in Australia is way, way more. Even though we just hit record numbers in the Netherlands, it’s still half of Australia’s total.”
Another fascinating disparity was the level of communication and application tips offered to candidates. “In Australia, it is common for recruiters to ask candidates how they prefer to be contacted, whether by email or text message. In contrast, only 3% of Dutch recruiters incorporate this approach. Furthermore, a quarter of Australian companies provide application tips, outlining the ideal method for candidates to apply. However, in the Netherlands, this practice was found to be below 10%.”
‘It’s the end of the template era’
Shifting the conversation towards the evolving landscape of recruitment technology, Van de Haterd shared his thoughts on AI, particularly ChatGPT, which he believes will drive significant changes in the way businesses operate. “I think AI is able to change everything we do. It’s going to completely rewrite the way we do business — and even business models.”
“In our era, we used to make templates for everything. But now we can just create message without a template that’s more personalised than ever. That’s a major difference.”
As AI continues to advance, Van de Haterd highlighted its role in enabling personalised interactions with candidates. In the past, templates were the norm for communication, but now, AI allows for highly personalised messaging that fosters stronger connections between recruiters and candidates. “In our era, we used to make templates for everything. But now we can just create message without a template that’s more personalised than ever. That’s a major difference.”
