Our base of over 2 million, mission-driven candidates (as of August 2024) across seniority levels is waiting for new roles from you.
Application rates can vary based on several factors. Some are within your (or our) control, and some just aren’t.
There are some things you can do to improve your application rate for jobs:
Include a public salary or salary band with OTE, if suitable
Review the function and sub-functions to ensure that they are a goof fit for the candidate you’re after
Widen the experience level options to two, to catch candidates who may have identified themselves as more (or less) experienced — but they may actually be a perfect fit
Keep technologies down to the essential tools they will need to have experience in. This will help us match to only the most suitable candidates.
Are the days in office correct? The number one thing candidates look for in a new role is flexibility and wellbeing. Include any required office, flexi or remote expectations.
Keep must-have requirements and what the job involves down to six bullet points each so as to not overwhelm quality candidates
Provide visibility of application/interview process detail such as length of interviews, who they are with, the kind of tasks required, etc
Think you should be doing better?
These are just the beginning. If you have tried the above and think that there’s more you can be doing to compel more of the right candidates to apply, your Customer Success Manager (Pro and Advanced, only) can help diagnose any issues in your hiring pipeline, and find the right solution to supercharge your applications.