Why Am I Not Getting Applicants on Indeed? 5 Common Hiring Mistakes
It can be incredibly frustrating to hit "publish" on a job post, only to be met with total silence. You have a position to fill, work is piling up, and yet the "Applicants" tab on your dashboard remains stubbornly empty. You might find yourself wondering if the platform is broken or if the talent pool has simply dried up.
In reality, the modern labor market is highly selective. Candidates are not just looking for any job; they are looking for the right opportunity that fits their lifestyle and financial needs. If your listing isn't gaining traction, it’s usually not a lack of people—it’s a disconnect in how the role is presented or positioned.
Below, we break down the five most common reasons why your job post might be underperforming and provide actionable solutions to start filling your inbox with qualified resumes.
1. Using Non-Standard or "Creative" Job Titles
One of the most frequent mistakes is trying to be too unique with your job title. You might think "Customer Success Wizard" or "Director of First Impressions" sounds fun and reflects your company culture, but it’s a major hurdle for search visibility.
The Problem
Indeed functions like a search engine. When job seekers look for work, they type in standard terms like "Customer Service Representative" or "Receptionist." If your title doesn't match the terms they are using, your post simply won't show up in their search results.
The Fix
Stick to industry-standard titles. Use clear, concise language that describes the role exactly as someone would search for it. Save the "Wizard" and "Ninja" talk for the "About Our Culture" section of the description.
2. Lack of Salary Transparency
In today's market, salary is the number one thing candidates look for. If your job post says "Competitive Salary" or "Salary Commensurate with Experience," you are likely losing a significant portion of your potential audience.
The Problem
Candidates are hesitant to invest time in an application process only to find out the pay doesn't meet their requirements. Research consistently shows that listings with a clear pay range receive significantly higher engagement and more clicks than those without.
The Fix
Include a realistic pay range (e.g., "$25 - $30 per hour"). Even a wide range is better than no range at all. This builds immediate trust and ensures that the people applying are actually comfortable with your budget.
3. The "Laundry List" of Requirements
It’s tempting to list every single skill you wish your ideal candidate possessed. However, an exhaustive list of qualifications can actually work against you.
The Problem
When you list dozens of "required" skills, you risk intimidating qualified candidates who might only meet 80% of those criteria. This is particularly true for diverse talent pools and women, who are statistically less likely to apply if they don't check every single box.
The Fix
Distinguish clearly between "Must-Haves" and "Nice-to-Haves." Limit your mandatory requirements to the 3–5 most essential skills needed to perform the job successfully. Focus on the core competencies and remember that many technical skills can be taught on the job.
4. Poor Formatting and "Walls of Text"
The majority of job seekers are browsing Indeed on their mobile devices during short breaks or commutes. If your job description is one giant block of text, they will likely skim right past it.
The Problem
Dense paragraphs are difficult to read on a small screen. If a candidate can't quickly identify the key responsibilities and benefits of the role, they won't stay on the page long enough to hit the "Apply" button.
The Fix
Use bullet points and short paragraphs. Break your post into clear sections:
Role Overview: A 2-3 sentence "hook."
Key Responsibilities: A bulleted list of daily tasks.
Qualifications: A clear list of required experience.
Benefits: Why they should choose you (401k, PTO, flexible hours).
5. Ignoring Your Employer Brand and Reviews
Before applying, most savvy candidates will click on your company name to see your Employer Page. If that page is empty or, worse, filled with unanswered negative reviews, they will think twice about joining your team.
The Problem
Candidates view your company through the lens of current and former employees. A low rating or a lack of company information signals a potentially poor work environment or a lack of professionalism.
The Fix
Claim your Company Page. Upload your logo, add some photos of your workspace, and write a brief, engaging "About Us" section. Most importantly, respond to reviews—both positive and negative—to show that you value feedback and care about your staff's experience.
Summary Checklist for More Applicants
If you aren't getting the results you want, try these quick adjustments:
| Feature | Optimization Step |
| Job Title | Use standard terms (e.g., "Accountant" instead of "Financial Guru"). |
| Compensation | List a specific hourly or annual salary range. |
| Location | Ensure the specific city or "Remote" status is clearly marked. |
| Requirements | Trim the "required" list to only the absolute essentials. |
| Mobile-Friendly | Use bullets and headers to make the text scannable. |
By making these small but powerful changes, you align your job post with how candidates actually search and apply, significantly increasing your chances of finding the perfect hire.
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