16 things job seekers notice
(and hiring teams often overlook).
Most employers are doing at least a few of these things — without realising the impact on hiring outcomes.
1. Beige, boring job ads
If your job ad doesn’t inspire, excite and give people a reason to engage, why would they act? Let’s be honest, most job ads are terrible. A blurb about your organisation followed by a shopping list of responsibilities, tasks and required skills does not make a compelling case for people to opt in. People want to know what they’ll be part of, how they’ll grow and learn and the impact they can have. Here’s how to do better.
2. No salary information
People expect salary transparency, period. This isn’t about money, it’s about trust and setting the tone for the employment relationship. Aside from being the right thing to do, recruitment campaigns with salary included attract at least 3 times more interest.
3. Lack of clarity
40% of people don’t apply because they can’t find enough information. People want to know: Who will I report to? What does the team look like? What are the working arrangements? This is straightforward information which is not subjective, yet candidates often report they can’t find the basics.
4. Generic career site copy
This site or page is an important owned recruitment marketing asset. It’s an opportunity to share authentic, evidence-based content and employee voices. Importantly, you’re in control — no algorithms or rules! People don’t want to read that ‘people are our greatest asset’. If the language is vague, generic or cliched, this page will fail to build connection, confidence and curiosity.
5. Unrealistic job requirements
Write a laundry list of ‘must haves’ or ‘unicorn’ requirements which aren’t grounded in reality, you lose. Even if the unicorn does exist, how many of these magical creatures are you expecting to find? What are the chances that the unicorn will apply for the job, let alone accept it?
6. Disconnected purpose
People are looking for more than a job title and a pay check. They want to know how what they spend 40 hours a week doing contributes to something bigger and meaningful. Connect the dots between the broader mission and the role you’re trying to fill. Hearts and minds!
7. No feedback after an interview/s.
Australian research in 2024 showed more than 50% of people have been ghosted during their job search. 4 in 10 people were ghosted after 2 of 3 interviews. Rather than rant about why this is disgusting, I’ll share the impact this can have.
8. ‘Only shortlisted candidates will be contacted’
This one is simple: It’s rude. Technology and automation makes responding to every applicant very, very easy. If a brand openly declares they’re not going to respond to everyone, what message does that send?
9. One-way interviews
Recruitment is a two-way selection process. Hiring teams aren’t the only ones with selection criteria. An interview is a conversation, not a monologue. Automated one-way interviews should be a dealbreaker for candidates.
10. When process takes over human connection
This can be a tough balancing act — depending on the role, risk, previous context and organisational policy. While a comprehensive and compliance-led process might prevent you from making the wrong hire, let’s not forget that we’re humans connecting with other humans. An ‘overcooked’ policy can turn people off — or limit the ability for both parties to really get to know each other.
11. Time-intensive interview tasks
I’ve seen people drop out of a recruitment process because of this — on more than one occasion. Everyone’s time is precious and while skills-based hiring is effective, we must be mindful of how much time we ask candidates to invest in practical tasks and assessments. Preparing for interviews takes significant time and mental energy, be careful about any additional investment required.
12. Lack of flexibility and personalisation
Candidates aren’t just employees — they’re people with lives and commitments outside of work. Employers and leaders who actively seek to understand what each individual needs and wants are the ones who have the best recruitment and retention results.
13. Expectation vs reality gap
Lack of clarity, overpromising or non-disclosure creates misalignment and leads to 40% of turnover. Similarly, how you describe your culture and working environment must match reality. If there’s a say-do gap, doubt and lack of trust will take over.
14. Disorganised or delayed internal processes
This is especially important in the modern work landscape. Talent mobility and expectations are higher than ever before. A slow process, lack of feedback, inconsistent communication — all of these things erode trust and send a message about what it’s like to work with you. Recruitment is a brand moment.
15. ‘Dear John’ rejection letters
Ghosting is bad. Empty, vague feedback sent in an email isn’t any better. If someone has invested time in interviewing with you, you owe them the courtesy of a phone call to communicate the outcome and feedback.
16. Feeling valued, respected and seen
People remember how you make them feel. From the first communication after they apply through to the last conversation, how you listen, respond and treat people matters. Respecting and acknowledging their time, showing interest in them as a person — every interaction in your recruitment process is a signal, every touchpoint is part of the candidate experience and ultimately, your brand and reputation.
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