3 Reasons Superstars Aren’t Applying for Your Job Opening

The internet is crawling with job postings. Millions of them!

While it’s not likely your company will have to compete with all of those postings for your ideal candidate, the competition is definitely stiff. How can you make your job opening stand out from the crowd? Today, PrideStaff shares three reasons superstars may not be applying for your positions – and how to remedy them:


They’re not optimized. If the best candidates can’t easily find and apply to your job openings online, they’ll never make it into your recruiting funnel. Make sure your postings are:

  • Optimized for mobile. In a 2014 Pew research study, 63% of “smartphone-dependent” users said they’ve obtained job information on their phone in the last year, and 39% said they’ve used their phone to submit a job application. Younger candidates, in particular, are likely to use mobile technology to search for jobs. Make sure your postings display well on a phone or tablet, and that applying from a mobile device is simple and quick.
  • Optimized for search engines. Throughout your posting, include keywords candidates might use when searching. Make sure the job title, in particular, is searchable and relevant.


They don’t adequately describe the role. Getting good job descriptions from hiring managers and department heads can sometimes feel like pulling teeth. But ultimately, the higher the quality of information you put into your job descriptions, the higher the quality of candidates your postings will yield.

Help your managers help you to create killer descriptions. Remind managers of what’s at stake, and create a form they can use to provide exactly what you need, including:

  • Title of the position, department and to whom the candidate will report.
  • Summary – a brief description of the job’s purpose and an overview of the position’s main responsibilities.
  • Key areas of responsibility – including job functions, tasks and required expectations.
  • Skills and qualifications – a list of all mandatory, as well as preferred, qualifications.
  • Physical and mental demands of the work environment – to comply with the Americans with Disabilities Act (ADA).
  • Location – where the job is located and whether or not travel is necessary.
  • Type of employment – temporary, temp-to-hire, contract, freelance or direct hire, as well as whether the position is full- or part-time.
  • Salary and work hours – these are optional items.


They don’t sell your company and the opportunity. Superstars aren’t merely looking for any job; they’re looking for a great job – with a great employer!

Make your job posting your company’s greatest cheerleader. Actively promote the upsides of the position and your organization, including the cultural benefits you offer (e.g., flexible hours, mentoring opportunities, tuition reimbursement, telecommuting) and the reasons the job is a good career move.


Attract More Superstars by Casting a Wider Net

Success in today’s tight employment market requires a broader range of sourcing tools. In addition to posting jobs online, partner with a national staffing firm, like PrideStaff, to cast a wider net and ensure timely access to the people you need. Contact us today to learn more about our On Target fulfillment process