Key Takeaways
- Job Post Visibility: Poorly structured job posts reduce visibility, engagement, and response rates across competitive recruitment platforms.
- Clarity Drives Applications: Clear job titles, responsibilities, and expectations help candidates quickly assess fit and apply confidently.
- Transparency Builds Trust: Including salary ranges and role details significantly improves candidate trust and application conversion rates.
- Keyword Optimisation Matters: Strategic keyword usage ensures job posts rank higher in ATS systems and candidate search results.
- Fortray Smart Recruitment optimises job posts using data, SEO, and recruitment expertise to attract and hire faster.
Introduction
Building a high-performing team begins with a single document: the job post. Yet, many businesses find themselves shouting into a void, with zero applications or a flood of irrelevant resumes.
In 2026, the recruitment landscape has shifted! 69% of organisations still struggle to fill roles, even as application volumes rise. The problem isn’t a lack of candidates; it’s a breakdown in communication and discoverability. Recruiters now need to think not just like HR professionals, but like marketers, UX designers, and storytellers to reach top talent.
If you’re struggling to find talent, this blog explains why your job post is being ignored and offers actionable fixes, along with smart recruitment strategies to optimise your listing, attract top talent, and hire faster.
Why Traditional Job Posts Struggle?
The average job seeker spends less than 14 seconds reviewing a job post before deciding to apply or scroll past. If your “Job Post” isn’t hitting the mark immediately, you’ve lost them.
1. The Recruiter’s Blind Spot: “Post and Pray”
Many recruiters fall into the trap of using a static, “one-size-fits-all” template. From a business perspective, the failure often stems from:
- Lack of SEO Optimisation: If your post doesn’t use the keywords candidates actually search for (e.g., using “Code Ninja” instead of “Senior Java Developer”), it won’t appear in search results.
- Generic Descriptions: Copy-pasting a 5-year-old job description ignores how the role and the market have evolved.
- Ignoring the 70%: Nearly 70% of the workforce consists of passive candidates who aren’t looking at job boards. If your post isn’t engaging enough to be shared on social media or professional networks, you miss the top tier of talent.
2. The Candidate’s Frustration: The “Black Hole” Effect
From the candidate’s side, the “Job Post” is often a deterrent rather than an invitation. The common complaints include:
- Missing Salary Ranges: The research shows that job posts with transparent salary ranges receive 50% more applications. Without it, candidates assume the pay is low.
- The “Laundry List” of Requirements: Demanding 10 years of experience for an entry-level role is a “turn-off factor” that drives away qualified diverse talent who only apply if they meet 100% of the criteria.
- The Mobile Barrier: With 85% of job seekers using mobile devices, a complex, non-responsive application process leads to high bounce rates.
Recommended Reading: The ‘Missing Link’ in Tech Hiring: Why Soft Skills are the New Hard Skills?
Common Reasons Your Job Post Isn’t Getting Responses
Lack of Clarity on Role and Expectations
If your job title doesn’t match how job seekers search, or if the description is unclear about responsibilities, salary, or requirements, applications drop off quickly. Indeed research shows that 36% of candidates search by exact job title, and compensation details are among the top factors in deciding whether to apply. Without these, candidates assume the job might not be worth their time.
Overly Long or Unfocused Descriptions
Job seekers are scanning rapidly. Long walls of text, unclear sections, or outdated responsibilities make the job seem outdated or tedious. Modern job posts must be scannable, well-formatted, and customised for readability.
ATS and Keyword Mismatch
Many companies still fall into the trap of writing for humans but not for Applicant Tracking Systems (ATS). Keywords that aren’t aligned with what candidates are searching for (or what AI tools use to parse applications) mean fewer qualified resumes are ever seen by hiring teams.
Poor Employer Brand or Candidate Experience
Candidates avoid job posts from employers with low engagement or unclear branding. The growing trend — ghost job postings — in which openings are never filled or remain perpetually open, has harmed candidate trust. In fact, research shows that at least 20% of online job postings may be fake or lead nowhere.
Recommended Reading: How AI-Powered ATS is Removing Bias in Recruitment?
The Candidate Perspective: What Job Seekers Expect?
Transparency and Relevance
Candidates want to know quickly whether they fit the role, and whether the role fits them. Salary ranges, job type (full-time, contract, hybrid), responsibilities, and career opportunities should be clear upfront.
Once the details are missing, job seekers skip the post, especially tech professionals and high-skill candidates who have multiple options at any time.
Personalisation and Respect
Candidates can tell when job ads are copy-pasted or too generic. Listings that speak to “you” and articulate clear expectations and culture cues perform better. Talented candidates want to feel considered and valued, not processed.
Smooth Application Journey
Competitive job seekers expect a fast, intuitive experience. Long forms, unclear submission instructions, and outdated application portals discourage completion, particularly when they are used on mobile or via AI assistant tools.
Recommended Reading: What is Employee Value Proposition, and Why It Matters?
Best Practices to Fix Your Job Post and Get Responses
Start With the Right Job Title
The job title functions like a headline; it has to match how your audience searches. Jobs should be labelled with precise, industry-recognised titles rather than internal jargon or inflated roles. It is better to use job title suggestions by LinkedIn or AI-driven wording suggestions to improve search visibility.
Include Salary and Compensation Information
Candidates want clarity on compensation. Indeed, research shows that nearly 24% of job seekers consider salary the most important part of a job description, yet many job posts omit this entirely. Being transparent here increases application quality and reduces drop-offs.
Tailor Requirements and Screeners
Split must-haves from nice-to-haves and use short screener questions to help applicants self-qualify. This reduces irrelevant applications and helps ATS filter correctly. Clearly define skills, experience levels, and learning opportunities, and avoid long lists of generic certifications that aren’t essential.
Optimise for Keywords and Search Intent
Identify the keywords your ideal candidates use, and ensure they appear naturally in your job post. This helps both ATS match the right profiles and makes your post more discoverable on job boards. SEO principles such as long-tail keyword alignment, semantic relevance, and use of industry language play a significant role in visibility.
Sell the Opportunity, Not Just the Job
Job posts that perform best focus on why candidates should care: mission, impact, team, growth, benefits, and culture. Highlight hybrid options, training opportunities, flexible schedules, or innovation projects; especially for tech roles where these factors matter more than ever.
Improve Employer Branding and Candidate Follow-Up
When a candidate invests time applying, they expect acknowledgement. Use automation (AI assistants, auto-responses) to confirm receipt and set expectations for next steps. This improves candidate experience and builds credibility, a key differentiator in competitive tech recruitment.
Recommended Reading: Hybrid Work: Retaining Top Tech Talent in a Remote-First World
Why Your Strategy Needs a Refresh?
We at Fortray Smart Recruitment help employers and global companies bridge the gap between job postings and hiring. Our approach includes:
- Job description optimisation to ensure clarity, relevance, and SEO alignment
- AI-assisted role targeting to reach the right candidates across platforms
- Candidate experience enhancement to keep applicants engaged and informed
- Sector Expertise support for tailored hiring in tech, cloud, cybersecurity, data, and engineering roles
By combining human insight with AI-driven optimisation, Fortray ensures your job post doesn’t just attract views, it attracts the right views.
Recommended Reading: How to Best Prepare for a Job Interview in 10 Steps?
Conclusion
The job post is a window into your company culture! By fixing boring titles, embracing pay transparency, and focusing on skills over rigid requirements, you turn a dull listing into a talent magnet. If you’re ready to move beyond “Post and Pray,” it’s time to treat your recruitment as a strategic investment. Smart Recruitment helps you navigate these challenges and create job posts that connect with talent faster, smarter, and more effectively!
Talk to our Experts Today to deploy talent faster and smarter!
Frequently Asked Questions (FAQs)
Most job posts fail to get responses due to unclear job titles, missing salary information, poor keyword optimisation, or weak employer branding. The candidates quickly skip listings that lack clarity, relevance, or transparency.
Job titles are critical because candidates search using specific terms. Using industry-standard, searchable job titles significantly improves visibility, click-through rates, and application volume.
Yes. Including salary ranges increases trust and application rates. Research shows candidates are far more likely to apply when compensation details are transparent.
Keywords help job posts rank higher on job boards and ATS platforms. Using relevant, role-specific terms ensures your listing appears in candidate searches and AI-driven recommendations.
Fortray Smart Recruitment optimises job posts using market insights, SEO principles, and AI-assisted targeting to attract qualified candidates faster and improve hiring outcomes.
