In today’s recruiting market, which is getting competitive, your company requires access to quality portfolios to recruit the correct talent for the correct job at the correct time. While the increment of digital recruiting has widely raised the capabilities to meet these all goals, it could also complicate many matters.

For example, job seekers could access details about your organization from a wide variety of sources, like your career website, job boards, as well as social media platforms.

This could yield more applications – however, not necessarily from the correct candidates. It can make it tough to track the sources which are driving the ideal return on the recruiting investment.

The great news is that these kinds of challenges are relatively basic to overcome. The 10 best practices below would show you how to get more applicants, attract the correct candidates, decrease drop-offs in the application process, and also authenticate the effective recruiting sources.

1. How to Get More Job Seekers with an Enhanced Job Title

Improve your career response by ensuring that job hunters will reach your openings. Seekers also employ very basic and familiar search strings and keywords. Use names that are precise and general, with two or three descriptive keywords. You do not have to be a professional to maximize your job title. Use free keyword analysis software like the Google AdWords Keyword Planner to conduct your research.

2. Include Auto-Source Tagging

By applying an auto-source tag to the end of your work posting URL, you will reduce the odds of gathering dubious candidate source info. As per studies, only one out of all six job seekers correctly self-identifies the right source when given a list of job sources. Your bottom line can suffer as a result of your source reporting inaccuracy.

Speak with your ATS supplier about introducing auto-source labeling, which would remove the need for candidates to self-identify. Accurate career response data sourcing is vital to your modern recruitment approach because it increases applicant flow and allows you to engage in the best sources to find the talent you need.

3. Make an Engaging Job Description

Help job applicants appreciate that they want to work with you now that they’ve seen your job. Workers now have more options, and they are getting more sophisticated with their career hunts. That is why it is important to distinguish that the business and location are superior to the next job in their search results. One way to distinguish yourself is by your job title.

A well-written job listing, when tailored for the best web search results, will attract not only a bigger audience, however the right audience.

However, before you begin writing from scratch, take a look at Monster’s job description models. There are hundreds of online, SEO-optimized job listings in virtually every industry, from information technology to trucking, education to web design.

4. Redirect Applicants Directly to the Requisition in The ATS

Nothing is more infuriating than pressing the submit button just to have to restart the quest. Reduce applicant drop-off by redirecting them to the requisition rather than the key profession or work quest list. Remove unnecessary moves, and you’ll see more career candidates quicker.

5. Create a Call to Action

Create a Call to Action

Even if you are not aware of how to get job applicants to see your posting, do not expect jobseekers to apply as per your job description alone-make sense of urgency. The language which motivates the jobseeker to apply would help you get out of your efforts of digital recruiting.

6. Do not Make Applicants Create a Login Before They Could Apply

Well, you would most likely want the seeker’s email address early in the process, but what are you gonna do with it after you have it? Unless you are regularly engaging with these applicants through a CRM, postpone the establishment of a log-in until the end of the application process. Make it simple for work seekers to review the status of their applications and build job agents for potential opportunities.

7. Eliminate Barriers and Provide Alternatives

Examine the details you’re asking applicants to include when you analyze the application flow. Are you aware of the types of documents you can legitimately request from candidates?

In addition to using a legitimate recruiting procedure, many job applicants are unable to exchange details early in the process and would instead opt-out. If collecting knowledge is a prerequisite for your work, explain why and offer applicants the opportunity to learn more.

Some jobseekers wanna learn more about the company before they even apply. Or they might not meet your job requirements. Do not lose out on these candidates. Offer them the opportunity to make a saved search or communicate with you through any talent community on your Twitter feed or Facebook page. Cultivating a talent pipeline must be a part of an ongoing recruitment strategy.

8. Evaluate The Application Process

From start to finish, how many clicks would it take to complete the application? How many questions will the respondent be required to answer? If the automatic recruiting process is too long and time-consuming, the drop-off rate will increase, and you will miss out on the most promising candidates. Since strong talent is already employed, finding it more difficult to apply reduces their ability to complete the process.

9. Compare Yourself Against Your Rivals

Compare Yourself Against Your Rivals

Have an eye out for what the rivals are doing to attract talent. Examine their work section, job openings, Facebook, and Twitter accounts, and apply to their website. Is it better or worse than yours from the viewpoint of a seeker? If you consider job seekers to be buyers of jobs, make certain that the employee value proposition is straightforward, succinct, and persuasive. Make it easy for seekers to contact you.

Although technology has improved the recruiting process, it has also increased applicant drop-off and often offers imprecise source data. Knowing how to attract more job candidates is just the first step. In order to attract the best candidates, you must also be diligent in prioritizing and executing these best practices.

10. Ensure Your Career Site is Mobile Friendly

About everybody owns a smartphone, and career seekers anticipate mobile optimization. They are more likely to abandon your platform if loading content is difficult and time-consuming. Invest in technologies that can elevate recruitment activities and make things easy for candidates to connect with you on any computer.

11. Show What You Are Standing For

Seekers, especially millennials, are searching for employers who have strong values and clear mission statements. Your website is an ideal way to let candidates know what’s essential to your organization and how you motivate employees to live that importance through their work.

Your goal, values, and other empowerments should permeate the site and must not be shown in the HR-related sections. Are they getting mentioned frequently in your blog? Has your company won awards about your company’s importance? Involve your purpose from the site, and applicants would better understand your company and its aim.

12. Demonstrate Who You’re

Job seekers would want to learn everything they can about your organization, beginning with the fundamentals. They will come to your site looking for details about your organization’s founders, history, location, current employees, markets served, and so on.

“We found that future employees also check out our site to review the ‘About me’ section and read the blog,” said Danica Kombol, CEO of Everywhere Agency, social marketing and media firm.

Team member biographies could help tell the company’s story, specifically when presented in a friendly and visually engaging way. These synopses provide job seekers insight into the skills and experiences that help all people succeed at your company while offering a sense of the company culture.

13. Share What It is Like to Work There

Visitors who’re researching the company as job seekers would wanna know what a workday is like. Designing a plan for site recruitment that involves a “day in the life of” with office pictures or video job descriptions offers candidates a clear-cut picture of what it will be like working for you.

Employee testimonials and blog posts will include first-person accounts of the workplace culture and the types of characteristics that can make applicants a good choice.

“To recruit better talent, an organisation must deliver the opportunity to join a community of people who are passionate about something that really matters.”

14. Simplify the Process of the Application

Simplify the Process of the Application

Potential job seekers would see your site as an extension of the company. A hard-to-utilize or onerous application procedure could color how they see you as the employer. Mobile users who cannot find a mobile app option would feel discouraged.

“The days of long, time-consuming job application portals that demand a resume attachment and then repeatedly insist that you detail everything contained in said resume are embarrassingly obsolete and would impact poorly on your business culture,” says Gina Hooks, founder of Salient Social, a social media and public relations agency. A badly built portal will offer the appearance that a business is out of date.

15. Do not Bury Your Job Postings

If an applicant cannot find a listing on the website, it is unlikely that they will apply. Good architecture is more important than ever.

“Your business website’s career section can easily bring visitors to the prized list of job openings,” says Gina Williams, senior systems manager for talent management at Oldcastle, a maker of construction supplies and materials.

“So many websites bury the URL in layers and layers of scrolling photos and text that candidates get frustrated by the period of time they finally get to the appropriate application.” making sure that your site is user-friendly enough– particularly for the mobile experience – would help turn your website into an efficient job attracting website.

16. Write Suggestions

Make LinkedIn suggestions for connections whose job you admire. Some will return the favor, which will boost your profile. You will select the tips to highlight on your profile, making them available to prospective employers.

17. Be an Active LinkedIn User

Create a comprehensive LinkedIn profile that includes your qualifications, expertise, volunteering, talents, certifications, and affiliations. Since your LinkedIn profile is the online edition of your resume, proofread it thoroughly.

Connect with everyone you meet until your profile is full. The key term here is “know”—don’t associate with unknown strangers who aren’t in a position to assist you.

However, do join relevant LinkedIn communities. Job-search groups, business groups, alumni groups, college groups, and networking groups are all available. Groups are excellent places to find networking connections, career-search advice, and job listings. Since you aren’t actively looking for work, set your email alerts to a weekly digest to avoid being stuck in texts.

18. Stay Connected to Your Network

Don’t create a network and then abandon it. Write status updates on Facebook, a tweet from time to time, and share useful links on your social media accounts. Feed it to your pages if you have a forum that is suitable for technical contacts to learn. Your contacts will be aware that you are present, and you will not have to work hard to establish a presence when you most need it.

Send an email, LinkedIn post, or Facebook message to a few connections once a week to see how they’re doing. Staying in communication teaches them who you are and demonstrates that you are interested in how they are doing.

If you’re enthusiastic and engaged, your connections are more inclined to assist you when you need it. Get a cup of coffee or lunch once in a while with those contacts you should meet in person.


Examine these measures every few weeks to ensure that your passive job-search strategies are efficient. Is your LinkedIn network expanding? Do you remember to communicate with your contacts?

If you know what positions you’re eligible for and what jobs are available? In a similar vein, are your qualifications and certifications up to date, allowing you to be considered for positions of interest? Are you prepared to interview if you get an invitation from a potential employer?

Staying prepared for a job hunt will make the operation go more smoothly when the time comes. If you maintain an active search, your ideal employer will find you when you least expect it.

By the way, if you want to reach talented job candidates as fast as possible, then here comes the ‘super-fast” job portal for you.