Too few responses

• Wrong channels: you are advertising where your audience is not. You will not find an operator in the same place as a controller. See the difference per audience at finding staff.
• An invisible vacancy text: a list of requirements without a reason to respond. Candidates mainly read what is in it for them.
• An audience that is not actively looking: for scarce roles, most candidates are not searching. Advertising on job boards misses them by definition.
• Barriers in the application: mandatory resume, cover letter and creating an account? Every step costs you a share of the candidates.
• An unknown employer: people respond faster to names they know. Without visibility upfront, every vacancy starts at a disadvantage.

Pull up the numbers from your last vacancy and look where the drop-off sits:

• Few views? Then it is a reach problem: wrong channels or too little budget on the right ones.
• Many views, few clicks? Then the title or the first line is not convincing.
• Many clicks, few applications? Then the text puts people off or the form throws up barriers.

No numbers available? That is your first finding right there: without measurement, every solution remains a guess.

Reach problems are solved with the right channels per audience, from targeted campaigns to active sourcing for people who are not looking. Message problems require a proposition written from the candidate's perspective. Funnel problems call for a short, mobile-friendly application route.

At SocialFind this sits in one approach: audience analysis, message, channels and funnel as a whole, run under your name. Read what that means at recruitment marketing and our way of working.