So, you’ve posted your job, and you’re waiting for that perfect candidate to apply. But…crickets. What’s going on? Let’s break it down, with a little humor to soften the truth:
1. Most of your dream candidates are too busy not looking for a job. Here’s the kicker: over 70% of qualified candidates are not actively job hunting. They’re in their comfy chairs, sipping their lattes, blissfully unaware of your “amazing opportunity.” That leaves about 30% who are on the market. So, if you’re hoping they just stumble across your post, you might be waiting longer than a slow Wi-Fi connection.
2. Your job title is as exciting as a wet sponge. “Programmer Analyst” or “Systems Analyst” sounds like it’s straight out of 1998. If you want to attract top talent, try titles that actually describe what the job is. "SAP Supply Chain Business Analyst" or "ASP.NET Software Engineer" gets way more clicks than “Mystery Job Nobody Understands.” Don’t make candidates play job title charades.
3. You’re keeping compensation a state secret. Not listing the salary is like trying to sell a house without telling anyone the price. People like to know what they’re signing up for. Studies show more candidates apply when they see the compensation, bonuses, and perks upfront. If you’re playing “Guess the Salary,” you’re losing great candidates faster than you can say “competitive compensation.”
4. Your job post is basically invisible. If you’re posting jobs in the darkest corner of the internet, don’t be surprised if no one sees them. A little budget on platforms like LinkedIn and Indeed can go a long way in getting your dream hire’s attention. Think of it like online dating—no one’s swiping right on a profile they can’t even find.
5. Your job description reads like a legal document. If your job post is all about the company and nothing about why a talented person should care, you’re missing the mark. Talk about the growth potential, why this role matters, and what exciting projects they’ll be tackling. Sell the dream! Because, let’s be honest, no one’s applying just to help you hit your quarterly targets—they want to know what’s in it for them.
Add a bit of humor, a pinch of honesty, and boom—you’ll have more candidates knocking on your door. Or at least, you won’t be stuck wondering why your job post is gathering dust. Lastly, to better attract the 70% of non-active job seekers, engage a specialty search firm to conduct a true outreach campaign to attract the hidden talent.
About the Author: Jeremy Sisemore, is President of ASAP Talent Services, a VMG Company. ASAP Talent Services is a leading SAP, ERP, and cybersecurity-focused executive search firm. Mr. Sisemore has been one of the nation's leading IT recruiters for over 20 years, is a member of The Pinnacle Society, and is a frequent speaker at recruiting conferences.
