You’ve posted a job with competitive pay, strong benefits, and a clear role. But the applicants?
Not the right fit.
Too few.
Or worse, none at all.
It’s a common frustration, but that’s not a reflection of the talent pool —it’s a reflection of how they’re being reached. Most of the candidates that you want aren’t actively looking. That’s why they’re not applying.
Where Are the Right Candidates?
In any job market, job seekers fall into two categories:
- Active Candidates: those searching for a job right now, checking job boards, and applying.
- Passive Candidates: those already employed, not actively searching, but open to the right opportunity.
Job posts are usually designed to attract active candidates, which makes sense, because they’re the ones actively applying. But that doesn’t mean they’re the only (or the most qualified) talent available. It depends on the industry, timing, and the role itself.
Different Industries Work in Different Ways
Sometimes a job post brings in hundreds of applications. Other times, barely any. In our experience, that contrast often depends on the industry. Roles in IT or marketing tend to attract more volume, while specialized positions in law or construction management often get far fewer applicants.
Too few leaves you waiting. Too many can slow you down. And even when the volume is high, the right person isn’t always in that mix. You can find great candidates through job postings —we’ve seen it happen— but more often than not, there’s some level of active recruitment involved.
Why Relying on Job Posts Alone Doesn’t Work
A well-written job description helps, but for specialized or mid-to-senior-level roles, it’s rarely enough. Candidates who are already engaged in meaningful work need a different, proactive approach.
Not to mention that there could be many factors at play:
- High competition from similar job ads. If multiple companies are hiring for the same role, candidates have more options.
- Employer branding. If job seekers aren’t familiar with your company, they might hesitate to apply.
- A complicated application process. Long, unclear, or overly strict application requirements can turn candidates away.
- Unclear salary, benefits, or company culture. Many job seekers skip postings that don’t provide transparency.
Not every company has the time or resources to juggle all of that while trying to fill a role quickly.
How to Attract the Right Candidates (Instead of Waiting for Them)
If the best candidates aren’t applying, you have to make it easier for them to engage with the opportunity. Here’s how:
Be Proactive About Reaching Talent
Instead of waiting for applicants to come to you, focus on targeted outreach and relationship-building. This means:
- Engaging with professionals before they start actively job searching
- Framing opportunities in a way that connects with their career goals
- Creating a hiring process that respects their time
Companies that build long-term hiring pipelines (instead of hiring only when there’s an urgent vacancy) tend to secure the best talent faster, as they’ve worked on their network.
Position the Role as a Career Move, Not Just a Job
Top candidates don’t make a move unless they see a clear advantage. Consider:
- Career progression: Does this role elevate their career?
- Pain points: What does this job offer that their current one doesn’t?
If your job post (or invitation to apply for a job) is just a list of responsibilities, it won’t attract top professionals. Your messaging should be tailored to what they actually care about. A way to appeal to that is by getting to know them.
Reduce Barriers in the Hiring Process
A complicated process can turn away even the best candidates. To keep talent engaged:
- Avoid lengthy applications. For everyone (active or passive candidates) it’s daunting to fill long forms without knowing if someone will ever reply back.
- Be upfront about salary and expectations. Transparency builds trust.
- Streamline the interview process. Top candidates won’t sit through multiple rounds of interviews without a clear purpose. If the process drags on, they may start questioning if the company is serious about hiring. This increases the risk of losing them to a competitor with a more efficient approach.
Hiring should be straightforward and efficient, so candidates remain interested.
The Problem? Not Every Company Can Do This Alone.
Reaching passive candidates requires more than posting on job boards. Companies need direct access to professionals who aren’t actively looking —and that takes:
- Licenses to platforms that provide direct access to passive talent
- A solid network to ask for referrals (because great people know other great people)
- The ability to reach candidates via personal emails and phone numbers
- The time and resources to maintain long-term talent pipelines
This is where a recruitment agency makes the difference.
How We Help You Hire the Right People (Without the Guesswork)
At TAG HR, we don’t just help you hire. We make the heavy lifting so you can free up time, ease the recruitment process, while finding the right people, at the right time.
We have access to active and passive talent.
Every day, we connect with candidates—some actively job hunting, others simply open to the right opportunity. These professionals won’t apply on their own, but they’re willing to have a conversation.
We know what makes candidates say yes (or no).
Salary, flexibility, career growth, and leadership all influence a candidate’s decision. We provide real-time market insights to help you position a tailored and tentative job offer to secure your next hire.
We see hiring trends before they make headlines.
From shifting salary expectations to changing job market conditions, we get insider knowledge directly from candidates before trends become widely known.
Final Thoughts: Why Your Job Post Isn’t Enough
The reason top candidates aren’t applying? They’re not looking.
If you want to hire the best, you need a smart and proactive strategy —one that reaches them before they start job searching. That’s where we, as a recruitment agency, come in.
💬 Let’s start the conversation. Reach out to us today to discuss your hiring needs at info@taghr.com
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