You posted the job. You waited. The applications came in. But none of the candidates are quite right — some are overqualified, some lack key experience, and many are simply not a good fit. If that sounds familiar, you are not alone.
Many employers struggle with attracting the right candidates, especially in competitive industries like manufacturing, logistics, and food production. The problem often lies in how the job post is written, where it is shared, and how well it speaks to the audience you want to hire.
Here is how to fix it — and start connecting with the people you actually want on your team.
The Job Title is Too Vague or Too Clever
Job seekers often search by titles. If your title is unclear, overly creative, or uses internal company terms, it may not show up in search results. For example, a title like “Logistics Rockstar” sounds fun but does not match what people actually type when searching for a job.
What to do:
Use common industry terms that match the role. Keep it simple and searchable — “Forklift Operator,” “Warehouse Associate,” or “Food Production Technician” will perform much better.
The Post Lacks Clear Requirements
Many job descriptions are either too broad or too detailed. If you ask for everything under the sun, good candidates may think they are not qualified. On the other hand, if the requirements are too vague, you will get applicants who are not a match.
What to do:
List must-have skills and experience separately from “nice to have” traits. Use bullet points and short phrases. This helps readers scan the post quickly and self-filter before applying.
It Focuses Only on What You Want
Job seekers want to know what is in it for them. If your post only talks about what the company expects — without mentioning pay, culture, or opportunities — it may not be compelling enough to catch attention.
What to do:
Include what sets your company apart. Mention benefits, shift options, training programs, or opportunities for advancement. The more value you show, the more serious candidates will apply.
The Formatting is Hard to Read
Long paragraphs, dense text, and confusing layouts can scare away readers — especially those viewing on mobile devices.
What to do:
Break content into sections with bold headers and bullet points. Keep sentences short and language simple. Always assume your audience is skimming and make it easy to understand the core details at a glance.
You Are Posting in the Wrong Places
Even the best-written job post will not perform well if it is not where your ideal candidates spend time. Depending on the role, job boards may not be enough.
What to do:
Promote roles through multiple channels. Use social media, industry-specific sites, and local job fairs. Better yet, work with a staffing agency that already has a pool of pre-screened candidates looking for jobs in your field.
You Are Not Updating or Refreshing the Post
Outdated posts can drop in search rankings. If your job has been live for a while with no good leads, it may be time to revisit the content and refresh your approach.
What to do:
Update the posting every one to two weeks. Consider adjusting the title, highlighting new benefits, or adding location-specific language. A refreshed post will reach a wider audience.
Final Thoughts
If your job ads are not attracting the right people, do not give up — refine. Clear, honest, and well-placed posts bring in better candidates. More importantly, working with a staffing partner like Balance Staffing can give you access to quality talent faster.
We help businesses across California, Texas, and Utah connect with people who are ready to work — and the right fit from the start. Let us help you improve your next job post and build a stronger team.
