Not getting enough job applicants often comes down to three fixable problems: an ineffective job posting, unrealistic candidate expectations, or poor visibility. Addressing even one of these can significantly improve the quality and volume of applications you receive.
Hiring the right people is arguably the most important job of a business owner. But when applications are sparse, it's hard to build the team your business needs to grow. If you're falling short in any of the three areas below, you're likely to attract fewer applicants and the wrong ones.
Is your job posting holding you back?
An ineffective job posting is one of the most common reasons employers get no applicants. A job posting is, at its core, an advertisement. Your goal is to sell job seekers on the role, just as you'd sell a customer on a product.
Here's how to make your posting work harder:
- Use the right keywords and job title. Think about the terms your ideal candidates are searching for, then build your posting around them. Job titles with non-traditional terms, such as "sales ninja" or "marketing guru," tend to attract far fewer applicants than straightforward titles.
- Go beyond responsibilities. Candidates want to know what's in it for them. Include details about compensation, benefits, growth opportunities, job security, and how their work will be recognized. These factors matter to job seekers and can be the difference between applying and moving on.
- Be specific but not restrictive. Clear, honest descriptions of the role and its rewards attract applicants who are genuinely aligned with what you're offering.
Are your expectations realistic?
Unrealistic expectations are a common reason businesses receive no qualified job applicants. This can mean requiring too many years of experience, asking for an overly specific skill set, or offering below-market compensation while expecting a high volume of strong candidates.
To recalibrate, do some research:
- Browse similar job postings in your industry to benchmark compensation and requirements.
- Talk to colleagues or peers who've recently hired for similar roles.
- Ask yourself: Are there skills you're willing to teach? Is seven to 10 years of experience truly necessary, or would five years suffice? Would a signing bonus or salary increase help you attract the exact candidate you want?
Once you've answered these questions honestly, edit and re-post your job opening with updated expectations.
Does your job posting have enough visibility?
Even a well-written job posting with realistic expectations can fail to generate applicants if job seekers simply can't find it. With thousands of job boards available and social media playing a role, reaching the right candidates requires a multi-channel strategy.
To improve your job's visibility:
- Diversify your posting channels. Don't rely on a single job board. Post to both general platforms, such as Indeed and LinkedIn, and niche boards relevant to your industry.
- Learn from competitors. Look at where similar companies are advertising.
- Leverage your existing team. Encourage current employees to share the listing with their networks. Employee referrals often produce high-quality candidates.
Reaching the right candidates takes effort, but combining a strong posting, reasonable expectations, and broad visibility puts you in a much better position to hire your next great employee.