What To Do When Your Recruitment Is Not a Success

It may happen that your recruitment process is unsuccessful and you don’t find the right candidate for the advertised position. It may mean two
Jarek Wasilewski
Jarek Wasilewski
Content Marketing Specialist
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    It may happen that your recruitment process is unsuccessful and you don’t find the right candidate for the advertised position. It may mean two things: either there’s no right candidate, or you made some mistakes in the process. To rule out the latter, go through the process step by step and look for weaknesses:

    1. Job advertisement

    Start with checking your job advertisement. You may have reached your prospective candidates, but did you make them read it and respond to it? Did you avoid catchy phrases and promising something you can’t deliver? Wording and context are as important, as is being real, consistent, and honest. Read this post to learn how to make your job advertisement attractive while keeping it real.

    2. Application form

    First, double-check if your application form is working at all! Maybe the lack of applications was simply due to a technical error. Next, make sure that the form didn’t discourage your prospective applicants. Was it short, with close-ended questions and short data processing consents? If not, read this post to learn why that’s so important.

    3. Application sources

    You’ve probably posted your job advertisements on some external web sites. Go to your recruitments statistics and find out which ones have provided you with the most high-quality applicants. Next time, exclude the ones that did the opposite – your target audience is simply not looking for jobs there.

    4. Job character

    Assess if the job you’re recruiting for is not the kind that would attract passive candidates, i.e., those who are not actively looking for a job and thus need to be headhunted. This takes us to the next point:

    5. Talent pool

    If your perfect candidate didn’t pop-up in the process, look for potential candidates in your database. You don’t have one? Well, having your own database of potential employees with particular skills is an absolute must. Equally important is making it grow and keeping it fresh – click here to learn more about it.

    6. Statistics

    Your recruitment statistics are one of the most valuable business assets you have. Analyze them to see what stages take longer than others, and which ones take too long and need to be shortened. Also, study the reasons for candidates’ rejection. To learn more about it, read this post.

    7. Employer branding

    There are some basic elements that create your employer branding. Does your website have a Career page? What do your social media profiles look like? What opinions about you are there on the Internet? If the answers to these questions are negative, it’s time for you to start working on your employer branding!

    8. Salary and benefits

    Did you inform your candidates about your employment conditions, i.e., offered salary and benefits? If you did, it may simply be that they are not competitive enough. Spend some time researching what other companies in your industry offer their employees and try to match it.


    As you can see, the success of your recruitment process depends on many different factors. Spend some time tweaking them, and, of course, check out how Traffit can help you. 😉

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