Why The Most Sought After Candidates Aren’t Applying
Struggling to attract the right talent? It might not be the market—it might be your job advert.
Too often, companies assume a lack of applications is due to a ‘tough market.’ In reality, the best candidates might be seeing your advert… and scrolling straight past. Here’s why—and how to fix it.
1. Your Job Advert Doesn’t Sell the Opportunity
A job ad isn’t a checklist—it’s a sales pitch. Does your advert inspire? Does it clearly outline why someone should join? Or is it just a dry list of responsibilities?
Candidates want to know:
- What’s in it for them? Growth, impact, culture, flexibility.
- Why should they care? Make it exciting, not just functional.
- How will this role move their career forward? Show progression and opportunities.
If your ad doesn’t answer these, the best candidates will keep looking.
2. Your Language Isn’t Inclusive
- Words matter. The wrong tone or phrasing can unintentionally discourage great talent from applying.
- Gendered or exclusive language—Words like ‘rockstar’ or ‘dominant leader’ can alienate candidates.
- Unnecessary jargon—If your ad is full of complex industry terms, you might lose great candidates who have transferable skills.
- Too many ‘must-haves’—Long lists of rigid requirements put people off. Instead, highlight what’s essential and what can be learned on the job
3. Your Salary Isn’t Competitive (or Is Missing Altogether)
- Nothing makes a candidate skip an ad faster than a missing or vague salary range.
- Be transparent—Candidates don’t want to guess if the role meets their expectations.
- Benchmark against the market—If you’re underpaying, you’ll struggle to attract top talent.
- Show total compensation—Include benefits, bonuses, and perks that add value.
4. Your Hiring Process Is a Mystery
- A job advert should give candidates confidence in the hiring process.
- Set clear expectations—How many stages? Who will they meet? What’s the timeline?
- Keep it simple—Long, complicated application forms lose candidates before they even start.
- Be responsive—Engaged candidates expect quick feedback. Delays = lost talent.
Final Thought
Your job advert isn’t just an announcement—it’s your first impression. The best candidates have options, and if your ad doesn’t excite them, they’ll move on.
Make it clear. Make it engaging. Make it count. And watch the right candidates come to you.
The True Cost of Poor Hiring Decisions
"We don’t need an employer brand—we’re only an SME."
Hiring the right people is more important than ever. Yet, many companies overlook the true cost of recruitment and the impact it can have on their long-term success. Each hiring decision is an investment—of time, money, and effort—and like any investment, it needs to be approached carefully. Here’s why businesses that focus on clarity, efficiency, and treating candidates well see the best results: 1. Clear Job Descriptions: Laying the Groundwork A clear job description is the foundation of successful hiring. Without it, companies risk attracting unsuitable candidates, wasting time, and damaging their reputation. A good job description does more than just list duties and qualifications—it explains what the role involves, what is expected, and how it fits into the wider goals of the organisation. To get this right: Be specific. Outline the skills, experience, and qualities needed, but keep it realistic. Show value. Explain how the role contributes to the organisation’s success. Reflect your culture. Give candidates a sense of what it’s like to work for you. 2. Efficient Hiring Processes: Staying Competitive The job market moves quickly, and good candidates don’t stay available for long. Companies with slow hiring processes risk losing out to more decisive competitors. Delays can also mean leaving important roles unfilled, which can slow down progress. To avoid this: Streamline decision-making. Cut out unnecessary steps and ensure everyone involved is on the same page. Set clear timelines. Let candidates know when they can expect updates and stick to them. Use technology effectively. Tools like applicant tracking systems (ATS) can help keep things moving smoothly. 3. Candidate Experience: Making a Positive Impression A positive candidate experience isn’t just about good manners—it’s about showing respect and building trust. Candidates talk, and in today’s connected world, word spreads fast. Companies that treat candidates well—whether they’re hired or not—build a good reputation that helps them attract more talent in the future. Here’s how to create a good experience: Be responsive. Keep candidates informed throughout the process. Give feedback. Constructive feedback, even for those who aren’t successful, leaves a good impression. Be personal. Treat candidates as individuals, not just numbers in a system. How Recruitment Drives Business Growth Hiring isn’t just about filling vacancies—it’s about supporting the growth of your business. The right hires can bring new ideas, improve efficiency, and strengthen your team. Poor hiring decisions, on the other hand, can cost money, lower morale, and increase turnover. By focusing on clear job descriptions, efficient processes, and treating candidates well, companies can attract and keep the talent they need to succeed. The benefits go beyond just filling a role—they help secure the future of the organisation. Every hiring decision is a chance to invest in your company’s future. By taking the time to refine your approach, you can find the right people and set the stage for long-term success. Recruitment isn’t just about meeting today’s needs—it’s about planning for tomorrow.