How To Increase The Number Of Job Applicants For Your Jobs

By Ashley Paskill on September 11, 2022

As a recruiter, you aim to bring in as many job applicants as possible to potentially fill a position. However, if you do not market the job properly, you may find yourself struggling to get applicants, especially if the job is hard to fill as it is. There are ways that you can help market and promote the position you want to fill to receive the greatest number of applicants possible.

Recruit diversity

There are networks out there, both locally and virtually, that are dedicated to helping diverse candidates find jobs to apply for jobs. Partner with these networks to increase your pool of candidates to choose from. These sources can provide you with a number of qualified candidates who fit the position in question, so teaming up with these networks can help increase the number of applicants who apply for your job.

Utilize social media

Social media sites such as LinkedIn and even Facebook can help you reach a greater number of potential candidates. These sites allow you to create target posts that can help get your job posting in the view of those who will qualify the most. You can also utilize specialized groups on these sites that are specifically made of people who would be the most interested in your job. You can even directly invite people to apply for jobs by messaging potential candidates on LinkedIn who you feel would fit the position based on their profile.

Think like a marketer

It may seem odd, but you want to think like a marketer as a recruiter. Your job is to promote open positions and attract as many candidates as possible to apply. Using techniques commonly used in marketing can help you achieve this. Think about your ideal candidate and what their habits are. Use this information to figure out how to get them to see your job opening. Know what websites and social media apps they are using and use these sites for posting your job and messaging potential candidates.

Change your process

If you are struggling to find applicants, you may want to re-evaluate your process for how you bring in candidates and change your game plan. Use concrete methods of tracking statistics such as job posting views and the number of applicants on each website you posted on to see which ones are generating the most traffic. Consider posting on new websites that you may have never used in order to increase your applicant pool.

Image: Christina Morillo via

Use niche job boards

While sites such as Indeed and other generic job search sites are great, your job may be lost in the midst of other jobs. Using job sites geared towards applicants in your field can help get your position in front of those searching for it and who will be the most qualified. If your job can be filled by a college student or a recent grad, consider posting the job on a college career center’s job board. This goes back to thinking like a marketer. Knowing who you want as a candidate can help determine where you post the site and helps you draw in more quality candidates.

Learn new skills

The recruiting field is constantly changing and it is crucial to keep learning new things. Even if you graduated from college, lifelong learning, especially in your field, is crucial. Your job may even require you to stay on top of training so you know the most recent updates to the field and the current best practices. Use sites like LinkedIn Learning and Udemy to learn new things and help you develop skills that may help you recruit more applicants if hiring is down. Apply what you learn to your current situation and use it to help increase the number of candidates applying for the position.

Focus on your job description

When posting a job, the job description is one of the most crucial aspects of the posting. This will make or break a potential candidate’s decision to apply or not, so it is important that you get it right so that you can attract more candidates. Focus on only the “must-have” qualifications, and post qualifications as “preferred.” This will help applicants feel more confident, knowing that they do not have to meet every single qualification of the posting. Point out the benefits and perks of the job, focusing on ones that you feel your ideal candidate will appreciate the most (again, think like a marketer). Pay attention to the wording you use in your posting, being especially careful to not use terms that apply to only one type of candidate. Mention your company’s commitment to diversity and how you are a company culture that is making efforts to include a diverse team of people and people from all walks of life.

Recruiting people to apply for jobs is the main part of your job, so being able to bring in as many applicants as possible is crucial. Knowing how to do this is an essential skill and there are plenty of ways to bring in these candidates.

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