8 ways to increase your job applications
Discover proven strategies to increase relevant job applications and improve your recruitment process.
Quality of application is a key pain point for employers, with low-quality applications being both costly and time consuming. With sought-after candidates being approached with multiple offers, identifying them quickly is crucial to onboarding talent.
However, according to our research, just 30% of recruiters received high quality applications for their most recent hire. As a result, employers increasingly need to look at how to get more job applicants from high calibre candidates.
In this article, we delve into proven strategies on getting candidates to apply and boosting applications from relevant candidates.
Discover tips for improving application quality in our guide
1. Simplify the application process
First impressions matter, and candidates expect professionalism, timely responses, and clear communication from the moment they apply through to assessments and the interview process.
A simplified process benefits employers as well. Remember, sorting through irrelevant applications from ill-suited candidates can be costly in terms of both time and resources, especially with 63% of recruiters still reviewing incoming applications manually. As a result, making the process as targeted and streamlined as possible can make a big difference.
Simpler, shorter application processes highlight what an organisation has to offer, set clear expectations for the role, and encourage more jobseekers to apply. Our findings show that recruiters tend to require applicants to provide:
- A CV (78%)
- A completed application form (58%)
- References and recommendations (51%)
- A cover letter (45%)
In order to attract the volume and quality of application they are looking for, employers should reconsider their requirements. For example, over 1 in 4 (26%) of candidates have avoided applying for roles that require a cover letter, potentially resulting in organisation missing out on the opportunity to interview and onboard top talent.
By working to implement an effortless user experience, employers can attract more applications from great candidates and successfully position themselves as an employer of choice.
2. Use relevant and compelling job titles
Using relevant and compelling job titles can help increase job applications.
By clearly communicating to jobseekers what a role involves and where it fits within the wider organisational structure, job titles can act as an additional incentive for candidates to appeal.
While avoiding job title inflation is important to maintaining fairness, a considered and well-crafted title can enhance your hiring strategy and boost applications. To create effective job titles, consider the following:
- Use keywords jobseekers use: Incorporate the terms and phrases that potential candidates use when searching for jobs.
- Be accurate and specific: Clear, specific titles make it easier for candidates to find job postings, while creative or niche titles can reduce the number of relevant applications you receive.
- Apply standard industry terms: Using current industry terminology improves searchability and helps attract talent, making it vital to stay up to date with the latest trends and language developments in your sector.
- Avoid jargon and company-specific titles: Using jargon or outdated terms can confuse potential applicants and deter them from applying.
3. Optimise job descriptions
Optimising job descriptions is key to attracting the right candidates and increasing job applications. A well-crafted job description ensures a good match between a talented new hire and the job requirements, while a vague or overly detailed one can deter candidates and create extra work for recruiters.
To optimise your job descriptions, try adopting a welcoming and positive tone. Use inclusive language and showcase a supportive, professional workplace to attract a diverse range of candidates. Avoid gendered pronouns and leading statements that could deter qualified candidates or discriminate against them.
An effective job description that boosts the number of applications should include:
- A relevant title: Use an accurate and specific job title to attract the right candidates.
- An overview of the organisation: Provide a brief introduction to your company.
- Key responsibilities: Clearly outline the main tasks and duties of the role.
- Necessary qualifications: List the required skills and qualifications.
- Salary and benefits: Mention the compensation package to attract more applicants.
- Company culture: Highlight your workplace culture to show why candidates should want to join your team.
4. Widen your talent pool
Skills gaps and shortages have been a persistent problem for employers and recruiters for some time now.
According to our research, 58% of applications do not move onto the screening stage due to a perceived lack of work experience for the role advertised. As a result, recruiters are potentially missing out on candidates who may have the skills they need, just not the level of experience they believe is required.
Implementing a skills-based approach to hiring can be a great way for employers to bridge skills gaps and find the talent they need. Instead of focusing on a candidate’s educational qualifications and past job history, a skills-based approach focuses on finding talent with the competencies required to be successful in the role advertised, regardless of experience of formal education.
By utilising a skills-based approach to hiring talent, employers can benefit from more diverse talent pools and a reduction in bias during the hiring process. Furthermore, by helping to ensuring successful candidates have the skills needed for a specific role, skills-based hiring can also help to ensure better employee retention in the long-term.
Implementing a skills-based hiring approach is a simple enough process, which includes:
- Identifying the skills you need
- Rework candidate screening and assessments
- Review the interview process
5. Showcase competitive compensation packages
Salary and benefit packages have always been essential to attracting top talent. Unfortunately for employers, one of the top challenges they currently face is meeting candidate expectations when it comes to compensation.
Our research shows that over half (54%) of recruiters say candidates drop out of the hiring process because the salary on offer wasn’t high enough. Furthermore, 44% of jobseekers feel unsure about applying when no salary information is shared with them and nearly two-thirds are likely to entirely skip over a job advert if it doesn’t disclose the salary and benefits the employer has to offer.
As a result, providing an attractive compensation package is likely to be the crucial factor in attracting applications from desirable candidates. It’s also a key to retaining talent, as seeking a higher salary is the number one reason for staff departures.
But providing attractive compensation alone isn’t enough. Employers should also be looking to showcase what they can offer in terms of renumeration in order to attract applications and keep candidates engaged throughout the process. This can be done in job adverts and through clear communication with applicants during the screening and interview processes.
Watch our on-demand webinar for insights into the latest salary trends and tips on creating a winning compensation package in the race for talent.
6. Include additional benefits
While searching for a new job, ambitious candidates will often be looking beyond the responsibilities of a role and even the basic salary on offer. According to research from Totaljobs, 66% of jobseekers would be prepared to skip a pay rise to get their most desired workplace benefit.
So, at the outset of the hiring process, employers and recruiters need to be aware that, in addition to salary, many candidates will also take into consideration:
- The overall benefits package on offer
- Meaningful progression opportunities
- A happy and productive workplace culture
So, if your workplace can offer attractive benefits, such as flexible working hours, shout about it on your website, social media channels and job ads. The same goes for training and development opportunities, wellness programmes and reward strategies.
A compelling set of benefits can help your organisation appeal to top candidates considering a move, boosting applications and providing a competitive advantage in a crowded job market.
Ensure your compensation hits the mark with our UK Salary Trends Report
7. Highlight your culture and values
Emphasising your organisation’s culture and values can help to increase applications for an open position. Workplaces that foster a sense of belonging and connection have happier, more valued and respected employees who are productive and more likely to stay in their roles in the long term.
A positive workplace culture with a strong commitment to inclusion and diversity is an excellent way to attract more applications for job openings. You can showcase your culture and values to potential new hires by communicating why your organisation is a great place to work and highlighting your values.
Whether your organisation champions social change by supporting local initiatives or prioritising a climate care policy and sustainability, make sure potential candidates know about it. A strong employee value proposition helps to attract more candidates that fit your organisation and boosts your reputation as an employer of choice.
8. Strengthen your employer brand
Finally, working to strengthen your employer brand can help to attract more job applications when your organisation starts hiring. Social media provides a platform to create a strong brand identity, making it possible to showcase your culture and values with engaging content, including fun photo opportunities, and offer a direct glimpse of what it’s like to work for your organisation.
In the modern hiring landscape, many jobseekers will check a brand’s online presence when considering their next move. As a result, optimising your use of various social media channels is vital to providing a positive candidate experience.
You don’t need an elaborate social media campaign to attract new hires, but staying consistent, professional, friendly, and relevant helps. Maintaining a strong and appealing social media presence can help employers connect with a broader candidate pool and attract more job applications as a result.
An effective employer brand is crucial to attracting and retaining top talent in a competitive market. Learn how to enhance yours with five proven strategies.
Maximising your talent attraction efforts
In today’s competitive job market, attracting top talent requires a strategic and multifaceted approach. By implementing the strategies outlined above, you can start boosting job applications for open roles and ensuring that those who apply have the skills, experience and competencies required to be successful.