Hireology Blog - Insights for better hiring & HR


3 Reasons You're Not Finding Quality Applicants

Posted by Natalie Pike on June 4, 2015

We hear it time and time again. Hiring managers say "why am I not getting any applicants?" or "the amount of candidate flow is our number one hiring headache." On the other hand, if a business is getting a slew of resumes bombarding their inbox, they aren't finding quality applicantscomputer_Top job seekers think differently than the unqualified candidates you've probably been getting. Nevertheless, it's time to revamp your recruitment process. First step? Make it easy for a job seeker to apply. 

3 Ways to Find Applicants

1. Job Postings

A well written job posting should include:

  • A straightforward job title. According to LinkedIn, "64% of job seekers would not apply for a job if they didn't understand the job title." Job titles not only help applicants understand what the position is, they also have a major impact on SEO (Search Engine Optimization). Top job candidates won't be searching the internet looking for bizarre and confusing titles. They'll be looking for short, straightforward job titles such as Sales Manager, Marketing Assistant, Executive Director, etc.
  • An eye-opening beginning paragraph. You want the grab the applicant's attention right away. Spark their interest and make them want to keep reading. Include information about culture, benefits and anything else that would please the reader's eye. 
  • The location of the job. This factor is typically overlooked and to some, seems unimportant. False! This is a big factor in whether or not someone applies to your open position. If the job is in a suburb 20 minutes outside of downtown Chicago, don't say your office is in Chicago. Be specific. Top job seekers don't want to be misled. 

2. Your Application Process


The job posting is the first step. If you knock it out of the park, you may still miss out on quality job applicants if you have a disorganized, tedious application process. The best advice LinkedIn blogger Jen Picard ever heard about the application process is:

  • Take yourself through your own application. 
  • Ask yourself: if you were looking for a new job and wanted to take your awesome recruitment skills elsewhere, would you find this application worth your valuable time?
  • If possible, simply ask for a resume, cover letter and some questions to determine job fit.

3. The Candidate Experience

Once you've mastered the job description and nailed down the application process, don't lose steam by failing at the candidate experience. Picard says, "for great candidate experience, communication is key: let them know you've received their resume and what the next steps are. Also, try to keep the process quick - you don't want to miss out on a potential hire because they were swooped up by someone else or turned off the how slowly your company moves."

According to a CareerBuilder survey of over 800,000 job seekers:

  • 44% had a worse opinion of the company after applying and receiving no response
  • 32% were less likely to buy products from a company who didn't respond
  • 15% had a lower opinion of the employer after being contacted for an interview

As a hiring manager, you know how important it is to have multiple people applying to your open positions. It's even better to have talented, qualified people to choose from, rather than digging through a mound of unwanted resumes. Follow these three tips, execute them properly and we'd be willing to bet your candidate flow will sky rocket.

So you've found one applicant. How about 99 more? We've mapped out a detailed guide on how to find 100 candidates by NEXT WEEK! Don't miss out and download our free eBook now.

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Sourcing Candidates

Natalie Pike

About the Author

Natalie is Hireology's Inbound Marketing Coordinator. Her favorite topics to write about are how to hire millennials, building a strong company culture, and employee engagement. She is a Purdue University graduate (Boiler up!), social media junkie and avid iced coffee drinker.