Tips from 12 experts for how to improve the quality of applicants to your job postings

Since employers started soliciting job applications from candidates, employers have complained — often justifiably — about receiving too many applications from candidates who are not well-qualified. Often, employers will use shorthand to reference the problem. For example, they’ll say that they’re receiving “poor quality” applicants from one source or another.

Almost every recruiter and hiring manager at almost every employer would agree without hesitation that not all applicants are going to be qualified. Although they’d love for that to be the case, they also don’t expect it. But what does frustrate them, understandably, is when they receive a far higher percentage of unqualified applicants to a particular role than they’re used to receiving.

We asked twelve top professionals, including CEOs and HR directors, to share their most effective strategies for minimizing the number of applications from unqualified or even poorly qualified applicants. From implementing the “Passion Pitch” initiative to focusing on brand growth to attract applicants, these leaders offer a wealth of insights into how to improve the quality of your applicants.

Implement the “Passion Pitch” Initiative

We developed a “Passion Pitch” initiative in our recruitment strategy. Candidates were encouraged to submit a short video expressing not just their qualifications, but also their genuine passion for the industry and our company’s mission. 

This unique approach gave candidates the opportunity to highlight their personality and enthusiasm in a way that resumes couldn’t capture. The effect on applicant quality was remarkable; we found a pool of candidates who not only had the necessary skills but also demonstrated a deep connection to our company’s values. 

This strategy not only improved the cultural fit but also brought a refreshing and dynamic energy to our team. It turned the recruitment process into a two-way street where candidates felt empowered to convey not just their skills, but also their true selves, leading to a more engaged and committed workforce.

Alan Thomas, UK CEO, Simply Business

Spread Job Posts Across Various Platforms

Our company concentrated on spreading job posts across many venues, such as specialist job boards, industry-specific forums, social media, and university career portals. 

By employing this method, we were able to attract a more varied group of qualified applicants. We saw a marked improvement in the caliber of candidates as a result, and we were exposed to new ideas and viewpoints. This variety strengthened our team and produced a more inclusive work atmosphere, improving creativity and problem-solving abilities throughout the organization.

Tim Allen, Director, Oberheiden P.C.

Restructure Incentive Structures in Recruitment

The predominant structure today is to pay agency (third-party) recruiters based on a percentage of the first-year compensation of the new employee. This incentivizes the recruiter to push for the most expensive new employee, not necessarily the best. 

Our fee is set; this solves the incentive problem. Further, we layered in a significant business analytics cadence for the employer and a strong cultural screening mechanism. This allows customers to hire with confidence that we work for them, not working for a fat commission check.

Andrew Crapuchettes, Chief Executive Officer, RedBalloon.work

Leverage the “Virtual Open House” Strategy

A significant recruitment strategy my tech organization implemented was the “Virtual Open House.” By leveraging the digital platform, we gave potential hires a curated, guided tour of our operations, providing visibility into our corporate culture and team diversity. 

Concurrently, this event featured live interactions with our staff across different verticals, creating a space for prospective candidates to ask questions and engage actively. By illustrating our cutting-edge technology and progressive environment, we managed to attract ambitious and forward-thinking individuals, enriching the quality of our applicant pool drastically.

Abid Salahi, Co-Founder and CEO, FinlyWealth

Prioritize Skills-Based Assessments in Hiring

One effective recruitment strategy we adopted skills-based assessments at the beginning of the hiring process. Instead of initially reviewing resumes, we presented candidates with tasks relevant to the job, evaluating their practical abilities and problem-solving skills. This shift allowed us to focus on actual capabilities rather than just credentials. 

Consequently, the quality of our shortlisted candidates improved, and we discovered talents who might not have a traditional background but brought exceptional skills and fresh perspectives to the table.

Alex Stasiak, CEO and Founder, Startup House

Create Innovative and Eye-Catching Job Postings

In order to attract the best and most suitable candidates, our organization decided to change the way we advertised our job openings. Instead of simply posting a generic job description on various job boards, we started creating more creative, eye-catching postings that highlighted the unique aspects of our company culture and work environment. 

This change in approach not only attracted a larger pool of applicants but also resulted in a higher quality of applicants. We saw an increase in the number of candidates who were genuinely interested in our company and its values, rather than just looking for any job opportunity. 

This strategy also allowed us to stand out from other companies and showcase our brand as an innovative, dynamic organization. As a result, we were able to hire individuals who were not only highly skilled and qualified but also aligned with our company’s vision and values.

Evan Tunis, President, Florida Healthcare Insurance

Maintain Consistent Communication with Candidates

I think one of the main reasons for the good reputation of our recruiting firm among professional job seekers is our efforts to streamline the candidate experience. While we’ve set up seamless interview scheduling and provide as much information to candidates about each position during the hiring process, the most challenging aspect is consistent communication. It’s easy to ghost talented candidates during a busy season or when the person in charge of hiring takes their time to respond. 

However, rejection emails are a simple courtesy for applicants who have engaged with you in multiple interviews and assessments. These have helped us build relationships with quality talent, enhance our reputation among job seekers, and maintain a large talent pipeline for high-potential professionals.

Joe Coletta, Founder and CEO, 180 Engineering

Skip Unnecessary Requirements in Job Ads

As a recruiting firm, we have asked our clients to avoid making a long list of requirements in job posts. You can always narrow down the applications you receive to interview only the best matches, but requiring unnecessary qualifications, skills, and experience in your job posts can make qualified talent feel inadequate and avoid applying. 

Simply listing the must-haves and keeping the “good-to-haves” to ourselves has enabled us to channel a wide talent pool and receive at least twice the number of applicants. For instance, if you require many years of experience for jobs that can be done fairly well by fresh graduates, you’ll not only get fewer applications but will likely have to overpay for work that a fresher would have done for less.

Ben Lamarche, General Manager, Lock Search Group

Promote an Internal Hiring Strategy

Internal hiring is an important strategic initiative for organizations to leverage the talent within their own ranks. By promoting from within, companies can recognize and reward the potential and capabilities of their existing employees, fostering loyalty and motivation. This approach not only benefits the individuals being promoted but also contributes to a positive work culture and organizational success. 

One effective recruitment strategy my organization implemented was internal hiring. This involves promoting or transferring current employees to fill open positions within the company, rather than seeking external candidates. 

Overall, implementing internal hiring as a recruitment strategy has not only improved the quality of applicants but also positively impacted our company culture and employee satisfaction. It is a win-win situation for both the organization and its employees.

Ryan Hetrick, CEO, Epiphany Wellness

Adopt Skills-Based Assessments in Recruitment

We implemented a skills-based assessment as a recruitment strategy that proved effective throughout the recruiting process. As an alternative to exclusively depending on resumes and interviews, we implemented practical assessments or assignments that directly evaluated candidates’ role-specific skills and knowledge.

This methodology substantially enhanced the caliber of candidates. It facilitated the identification of candidates possessing practical competencies, thereby ensuring their suitability for the position. Furthermore, it mitigated bias during the recruitment procedure by emphasizing objective assessments as opposed to subjective perceptions.

The adoption of skills-based assessments not only enhanced candidate attraction but also expedited the selection process, culminating in the formation of a more diverse and proficient workforce. By incorporating this methodology into our recruitment strategy, we have been able to construct more robust and efficient teams.

Martin Seeley, CEO, Mattress Next Day

Explore the Effectiveness of Passive Recruitment

I think that passive recruitment is one of the best strategies for teams to try, and it’s something that has allowed us to go outside of the typical methods of recruitment. It essentially “opens up” the talent pool much wider than you would originally have access to as you’re finding people who may not advertise that they’re open for work or for a change of job, but in fact, are just waiting for the right company to come along.

Tracey Beveridge, HR Director, Personnel Checks

Focus on Brand Growth to Attract Applicants

We’ve certainly seen “cold” applications come from focusing on brand growth, in that people in the industry want to work for us as a recognized authority in the space. 

Alongside traditional recruitment, this works incredibly well as you’re often finding candidates who are very passionate about the industry and who have actively sought an application to work for you.

Wendy Makinson, HR Manager, Joloda Hydraroll