Find the obstacle in your recruitment
Too few applications? Start where the process gets stuck.
Attracting more applicants starts with understanding where interest is lost. Is the vacancy barely seen, is the offer unclear, or is applying too difficult? Review each step before investing in more advertising.
Discuss your hiring needsTalentPulse · 01
From the first visit to a personal response.
One number rarely explains the whole application journey. This overview lists possible causes to investigate. An observation is a starting point, not proof of a cause.
| Observation | Possible cause to investigate | Relevant support |
|---|---|---|
| Job pages receive few visits. | Poor discoverability or unsuitable reach. | SEO/GEO and recruitment campaigns |
| Visitors read but rarely apply. | An unclear role or missing employer information. | Job ads, career website and positioning |
| Applications are started but not completed. | Unnecessary fields, missing information or mobile usability problems. | Forms and process design |
| Applications often do not match requirements. | Ambiguous requirements or unsuitable messaging. | Role profile, content and campaigns |
| Applicants drop out later in the process. | Unclear next steps or slow responses. | Applicant tracking and internal workflows |
TalentPulse · 02
Checklist: try your own application journey.
Open a current job ad on a phone and apply with synthetic test data. Check where the application arrives internally too. Involve a colleague who understands the role and which details are actually needed.
- Are duties, location and working conditions clear?
- Are essential qualifications easy to identify?
- Is the application entry point visible and usable on a phone?
- Is every required field necessary at this stage?
- Are uploads, errors and the acknowledgement understandable?
- Is it clear internally who responds and what happens next?
Enlarge viewTalentPulse · 03
Gather useful information for the review.
Job links, channels, campaign periods, available visits and application counts, and interview feedback are helpful. Missing measurement data is recorded as missing. With small samples, a joint walkthrough and specific observations can be more useful than percentages.
- Compare similar roles and periods
- Distinguish clicks, application starts and completed submissions
- Discuss professional fit against your requirements
- Do not send candidate documents through the general project form
TalentPulse · 04
Turn an observation into a defined improvement.
We establish the current situation, walk through the process and prioritise identifiable obstacles. Agreed changes may include clearer job content, shorter forms or more relevant messaging. We then review available data and your feedback again.
- Record the starting point and responsibilities
- Define what each change is intended to address
- Coordinate content, website, software and campaigns
- Review observations following the changes
Good to know
Your questions.
Clear answers.
Why are our job ads not generating applications?
Possible causes include limited reach, an unclear offer, excessive requirements or a difficult application journey. The labour market and working conditions matter too. First check whether the ad is seen and whether visitors can reach the next step.
Should we increase the advertising budget first?
That depends on the obstacle. An adjusted budget may help if suitable reach is missing. If visitors already arrive but lack information or encounter broken forms, address those issues first.
Are more applications always better?
What matters is whether applications meet your professional requirements and whether your team can handle them. We consider volume, fit and administrative effort together. Your business assesses professional suitability.
Do we immediately need a new career website?
Not necessarily. We review the existing setup first. Clearer content, a more visible application entry point or revised forms may be useful starting tasks. A rebuild is discussed when the existing foundation cannot meet requirements.
What improvement can you commit to?
We agree specific deliverables and how to review their effect. We cannot promise a fixed number of extra applications or hires. The offer, audience, labour market and internal follow-up all influence results.
Support for your next hire
Which roles do you need to fill?
Which applicants are you missing, and which tasks leave your team short of time? Let’s discuss your situation and the work we can take on.