Your Analytics dashboard is a great place to view job performance at a glance. Here, you can see conversion benchmarks for each of your live roles. These provide a general gauge for performance at different stages.
What you can optimise
You can increase the save and application rates of your jobs by making changes to the job itself, and/or also making changes to your company profile.
Company profile
You can find tips on optimising your company profile here.
Job description
Share the salary you’re offering (even if it’s hidden)
By including the salary you improve the quality of your applications. Even if hidden, your role will only be matched with qualified candidates that are looking for that salary. This will save you having interviews with candidates outside of your budget
You can make the salary hidden by going to the job, clicking “Edit” at the top, clicking “change visibility” in the salary section, and toggling visibility to "off". This means candidates will still get filtered for your salary range, but the actual amount won’t be shared
Keep in mind
Jobs with public salaries get 40% more applications. Jobs with hidden salaries get 20% more applications. Read more in our blog on pay transparency
The best candidates only apply to jobs with salaries because they know that they won't need to negotiate to get what they're looking for
Adding salaries improves the diversity of your pipelines because diverse candidates tend to be underpaid, so knowing the salary upfront means that they are less likely to need to negotiate to get their fair worth
Make sure the experience level matches what you’re looking for
This field changes the candidates who see your jobs. So if this isn't quite right, the wrong candidates will see your jobs
If we are scraping your jobs from your ATS, we map the experience levels based on our best guess. But you know your jobs better than we do, so feel free to update this, if needed
We recommend keeping roles to two experience bands (e.g. Junior to Mid, Senior to Expert)
If it’s only one experience band, you won’t be shown to enough candidates
If it’s three or more bands, candidates on either end will feel like they aren’t a good fit, e.g. if the role is “Junior, Mid, and Senior”, Senior candidates will see "Junior" and think they’re too senior for the role and vice versa
Keep each section to no more than six bullet points
We’ve found that this gives the best application rates
Your candidate quality will be better if you only list the most important information
We also recommend only listing the top three to six technologies rather than your entire tech stack, for the same reason
You can use the “Desirable requirements” section for skills that are nice to have rather than essential