Your application process is too long
Candidates are applying for multiple roles at once – especially in competitive sectors. If your application form takes half an hour (or more), you’re losing good people before you’ve even had the chance to meet them.
Aim to keep your application process under 15 minutes. Tops.
We’ve seen organisations slash completion times and increase applications simply by removing unnecessary steps. Ask yourself: do you really need a cover letter? Do you need full work history before shortlisting?
Speed and simplicity matter. It doesn’t mean lowering your standards – it means not wasting time for you or your candidates.
You’re putting all your eggs in the Indeed basket
Indeed is the go-to platform for many organisations – and yes, it works. In fact, 44% of applications typically come through Indeed.
But what about the other 56%?
Around 29% of applications come directly through your careers site, and a further 15% from LinkedIn. Relying too heavily on one source – no matter how big – means missing out on quality candidates elsewhere.
Think about how and where you’re advertising. Is your careers site working hard enough? Are you visible in the places where the right candidates spend their time?
A good multi-channel strategy will pay off – and our ATS can help you track exactly where your applications are coming from.
You’re not keeping candidates in the loop
It’s a common complaint: “I applied and never heard back.”
Communication throughout the hiring process is crucial. If you’re using an applicant tracking system, make the most of it. Set up personalised, automated emails that update candidates at key stages – application received, longlisted, shortlisted, and so on.
And most importantly – tell them when they’ll hear from you next.
Involving candidates in the process shows respect and builds trust. It’s also an important part of your employer brand. Ghosting candidates – even unintentionally – damages your reputation and costs you future applications.
You’re not acknowledging applications
You’d be amazed how many organisations don’t even confirm when someone applies.
That’s a red flag for candidates.Just ask our latest Candidate Insights Report!
It makes your recruitment process feel like a black hole, and it starts the relationship on the wrong foot.
At the very least, set up an automated ‘thank you’ email. It doesn’t have to be fancy, but it should feel warm, personal and human.
It’s a small thing, but it makes a big difference. And if you have our ATS, you can personalise these messages at scale.
You’re not including salary details
We know this is a big one – but it really matters.
Research shows 81% of candidates won’t apply for a role if the salary isn’t listed. Vague phrases like “competitive” or “dependent on experience” just won’t cut it anymore.
Be honest and upfront. Even if it’s a salary range, that’s better than nothing. Transparency builds trust and filters out candidates who wouldn’t accept the offer anyway.
Think about the candidate’s experience: would you spend time applying for a job when you’ve no idea if it’ll pay enough to cover your rent?
Your job ads are just walls of text
Your job advert is not your job description. And if your advert looks like a legal document, it’s time for a rethink.
A job ad should grab attention, reflect your culture and make someone want to hit ‘apply’. It should speak directly to the person reading it. Keep it concise, warm and human. Avoid jargon. Highlight what’s exciting and unique about the role.
And don’t be afraid to use visuals. Add photos or short videos of your team – they don’t need to be glossy or corporate. In fact, the more real and authentic, the better.
People want to work for people, not faceless brands. Show them who you are.
Hiring isn’t about ticking boxes. It’s about connection. It’s about making it easy for the right people to say “yes” – and hard for the wrong ones to waste your time.
The little things add up. A shorter form, a simple email, a clear salary – they send a message that you value your candidates and respect their time.
And if you’re looking for ways to bring all of this together, our applicant tracking system can help. From streamlined applications to automated comms and candidate insights, we’ll help you hire better – and faster.
Because hiring isn’t just about finding talent. It’s about creating a process that works for everyone.
So if you’ve recognised yourself in any of the points above, don’t worry – you’re not alone. But now you know where to start.
You were hiring wrong. Now you’re not!