Blog Post

Why is there a lack of candidate applications?

We will tell you the real reasons

lack of candidate applications

There is a real struggle at the moment with candidate applications and so many employers are facing the same challenge.  They are wondering why the floodgates of applications seem to remain closed although recent data suggests that there are several compelling reasons.

We have delved into the reason that there is a lack of candidate applications. These insights could help you fine-tune your recruiting strategies and create a more attractive work environment.

Bad reviews online deter candidates (46%)

In the digital age, online reviews wield immense power. Nearly half of job seekers are deterred from applying when they come across negative reviews about a company and so these reviews can highlight concerns about the company’s culture, management, or overall work environment. To overcome this challenge, employers should actively manage their online reputation, address feedback constructively, and work towards creating a more positive image.

bad reviews hindering candidate applications

Poor annual leave (44%)

Work-life balance is a top priority for many job seekers and so a lack of sufficient annual leave can be a major turn-off. It’s essential to offer competitive leave policies that align with industry standards. Additionally, flexible working arrangements, such as remote options, can help make up for this deficit in annual leave, making your company more appealing to candidates.

Bad staff incentives and benefits (42%)

Employees today are not just looking for a salary; they want comprehensive benefits and incentives. Companies that fail to offer attractive perks, like health insurance, retirement plans, and professional development opportunities, may struggle to attract top talent. To stand out, consider enhancing your benefits package and showcasing these offerings in your job postings.

Morally dubious sector means lack of applications (32%)

Job seekers are increasingly conscious of the ethical implications of their work, therefore, if a company operates in a sector with a questionable reputation or is involved in morally dubious practices, many candidates will steer clear. To address this, organisations need to be transparent about their commitment to ethical standards and corporate social responsibility, emphasising their efforts to make a positive impact.

No hybrid working (21%)

candidates applications for working from home roles

The COVID-19 pandemic has reshaped the way people think about work. Remote or hybrid work arrangements have become the new norm. If your company doesn’t offer these flexible options, you may be alienating a significant portion of potential applicants. Businesses should explore the benefits of hybrid working arrangements to remain competitive in the job market.

No sustainability policy (19%)

Sustainability is a hot-button issue for many job seekers because they want to work for companies that care about the environment. Failing to have a sustainability policy can be a deal-breaker for environmentally conscious candidates. Companies should consider adopting eco-friendly practices and communicating their commitment to sustainability in job postings.

Outdated Sector for candidate applications (18%)

Some industries are perceived as outdated therefore will deter candidate applications.  The candidates  who seek a forward-thinking work environment will steer clear. It is important to showcase how your company is adapting to modern trends and so embracing innovation by highlighting any initiatives that set you apart from the rest.

Shortage of candidate applications

Almost half (46%) of employers in Britain confess that they are facing a shortage of workers.  They require these candidates to get the necessary work completed therefore, highlighting the need for innovative recruitment and retention strategies. One key strategy is looking at candidates with transferrable skills and often, candidates from unrelated industries.  These candidates can bring fresh perspectives and a diverse skill set to your organisation and so don’t limit your search. You need to be open to exploring what is out there in the current market meaning more interest from candidates.

Moreover, personal development is a key part of retention strategies.  Positively, the majority (73%) of UK employers state that they have technology in place for employee training.  This gives staff the tools they need to better their skillsets.

AI is helping recruitment, benefiting both candidates and employers. AI-driven tools can sift through large pools of candidates to identify the best matches for specific roles, saving time and resources for both parties.

For more help and advice on recruiting the best staff, you can call us on 01789 532220 or 01527 991700