Why job seekers aren’t applying to your job postings?
Are you posting job ads, and no one is replying? You might be including all the right things, such as a competitive compensation package and A1 perks, so what’s the problem?
6 Reasons you aren’t getting job applicants
- Poor employer brand
- Too many ways to apply
- Bad candidate experience
- The application process is too challenging
- Too many requirements
- No emphasis on skills
Poor employer brand
Before applying, job seekers will likely search for reviews on your company, such as Glassdoor, to get an inside look. If you have a ton of negative reviews on these sites, then it’s fair to expect most people will be hesitant to send in their resumes.
If your employer brand isn’t looking too hot, it’s time to look inward and fix some internal issues. Work with your employees to see how you can address any issues and concerns. If you prove yourself willing to change, those bad reviews might dwindle.
Too many ways to apply
More is not always merrier. Having your job listing on multiple platforms and sites like Indeed, LinkedIn, Glassdoor, email and your company website can make tracking qualified candidates in one job funnel difficult.
Bad candidate experience
Another reason you might receive bad reviews is due to poor candidate experience. If a job seeker has had a negative application experience in the past, they’re likely not going to apply again, even if you post the job of their dreams. Remember that the candidate’s experience begins before an applicant sends their resume. If you’re getting bad reviews from candidates who made it to an interview, it’s time to assess your interview process and see what’s going wrong.
The application process is too challenging
Some job seekers might like the sound of your job listing but get deterred by a challenging application system. Job seeking takes up a lot of time, so make sure your application process is quick and easy for applicants. Don’t ask job seekers to upload their resume only to ask them to input their work experience and skills.
Too many requirements
Some individuals might not apply if the job description looks like a grocery list of job requirements. Chances are, most candidates didn’t even read through all of them. Even if someone is a good fit, they might not meet every single credential and decide not to apply.
No emphasis on skills
If you have that grocery list of requirements like degrees or experience and not much about skills, people will focus their search elsewhere. Listing skills in your job description make applicants feel more qualified and compatible. Someone might not apply if you say you require a specific degree, but if they see you’re looking for “experience working with cross-functional teams” or “diverse hardware experience,” it might make them feel more aligned with the role.
If you’re struggling with your recruiting process, we are happy to help! At Live Assets, we specialize in IT and engineering recruitment and have 20+ years of experience cultivating a talent network of individuals who are ready to work.
The Best IT Recruitment Agency in Toronto | About Live Assets | IT Staffing Solutions
Live Assets is a boutique IT Staffing/Recruiting firm specializing exclusively in building IT teams of excellence for the Information Technology sector.
We are a small, but productive team that works closely together and has had a 96% success rate for the past number of years!
We have a diverse number of clients and industries and focus on both full-time and contract I.T. opportunities.
You can find out more about our company on LinkedIn – Twitter – Facebook –Youtube – Glassdooor