8 Top Reasons Why Candidates Don’t Apply To Your Job Opening

Not interested in applying

You’re hiring and have put out job postings on job boards, social networks and also given it to some agencies that promise you great candidates.


But, you’re not getting decent candidates to apply to your company! Frustrating, isn’t it?


no response to job posting


At Tapstart, we tried to understand what attracts great applicants to job postings… what differentiates a great JD (Job Description) from a common one.


To do this, we went through more than 150,000 job postings across various job portals in India and arrived at these 8 top reasons why applicants hate or like job postings.


1. Insufficient Employer Information and Description


Clear and sufficient information about the Company is an essential requirement in any job posting. Sometimes, recruitment consultants post job openings but the important job details are missing, spellings are wrong and the entire job opening looks unappealing. No good candidate will want to work with a company that has poor branding or appears even a little non-genuine.


2. Incomplete or Vague Salary Data


Salary and compensation details are 1 of the most keenly looked at sections in a job posting. The postings that get good responses are ones for which the applicants have good clarity about the salary levels. Hiding compensation information just puts extra doubt in the applicant’s mind.


3. Unprofessional Language Used


The language used, in JD’s from great employers, is almost always correct and professional. If the information is in English then it’s mostly free of grammatical and typographical errors. Plus the language used is professional and not picked up from a teenage chat group lingo!


4. Missing Work Description


Attractive JDs have a requisite amount of details about the nature of work, day-to-day responsibilities and expectations from a candidate. This makes it easier for smart candidates to understand the JD quickly, thus removing any hesitation when they apply.


The boring or unattractive JD’s have standard 1 or 2 line descriptions, which hardly provide meaningful information. Poor descriptions read like: “Sales & Marketing and overall Business Development…”. If this is the extent of explanation given, then it’s as good as not writing anything other than the job designation.


5. No Mention Of Skills Needed


All well written job descriptions have the list of requisite skills mentioned. These would be skills needed for success in the job role and are indicators of competency, cognitive ability and aptitude of a person. These are non-negotiable elements that must be present in every person who joins your team.


Additionally, no candidate says that she has a poor attitude, so that’s best judged during the Interview process, along with company culture fit.


6. Nothing About Work Environment And Company Culture


Candidates definitely want to know about the kind of people they might be working with, the culture of the company and the overall work environment. Employers should know that it’s a 2-way evaluation process wherein candidates are also evaluating a company.


This is ‘Employer Branding’ in action.


Every company must remember that the brand of its products sold in the market is 1 thing and its ‘brand as an employer of people’ is totally another thing. You can have popular selling brands in the market, but people don’t like working at your company, then your employer branding is poor.


7. No Clear Deadlines For The Hiring Process


The JD’s that get most attention always have some timelines or deadlines clearly mentioned. This tells applicants whether this opening is recent or outdated and how much time do they have to prepare.


If an outdated JD is posted, whose deadline is not mentioned and it has actually expired, then candidates might keep applying to it without any outcomes. This is frustrating and leads to a bad reputation for the employer.


8. No Compelling Call-to-Action For An Applicant


Candidates want to know the exact steps to take, so that their chances of getting an interview call are high. The better employers always mention the steps clearly.


If a recruiter or company HR department is not providing the information in a clear and transparent way, then the hiring process is like a black box and creates more frustration in the overall job application experience. This is 1 of the biggest reasons why employers get lot of flack on social media.


People have diverse preferences so there’s no single formula that will attract all the good job seekers to your job opening. But 1 thing’s for sure – if your job description reeks of any of these 8 problems then you’re not going to be anyone’s favorite.


Just get rid of these 8 problems in your hiring process and you’ll immediately start seeing better responses. You can take my word for it.


Other than these 8 common reasons, are there other problems that you’ve noticed?


I’d love to know your thoughts on this…


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