Why Top Talent Scrolls Past Your Job Posting
You're hiring. You've crafted a job description, posted it on every major job board, and waited. And waited. Instead of top-tier talent, you're getting a stream of underqualified or ill-fitting applicants. Meanwhile, the standout professionals—the ones with glowing LinkedIn profiles and strong portfolios—seem to be ignoring you altogether.
Why?
The best candidates often skip over your job posting for reasons that have little to do with their ability—or desire—to work. Here's what's turning them away, and what you can do to change that.
It Reads Like Every Other Job Posting
Let’s face it: most job ads are boring. A wall of corporate jargon, generic responsibilities, and a long list of requirements that sound like they were copied from a competitor’s listing.
Top candidates aren’t desperate. They're evaluating you as much as you’re evaluating them. If your post doesn’t immediately stand out, they’re not going to bother digging deeper.
Make your posting conversational, compelling, and clear. Focus on what makes your company culture unique, the impact the role has, and why the work matters. Show personality.
You're Asking for a Unicorn
“CPA required. 10+ years of experience in a role that didn’t exist five years ago.”
“Master’s degree, five certifications, and the ability to do three people’s jobs.”
When job descriptions look more like wish lists than realistic expectations, the best candidates are turned off. They don’t want to waste time with a company that clearly doesn’t understand the role or the market.
Prioritise the must-haves versus the nice-to-haves. Be honest about what’s actually required to succeed. The best candidates want clarity, not confusion.
Your Employer Brand Is Invisible (or Worse, Negative)
The best candidates research you. They check out your website, social media, Google reviews, and current employee LinkedIn profiles. If they can’t find much—or worse, they find red flags—they’ll move on.
Invest in your employer brand. Share employee stories, highlight your culture online, respond to reviews (even the critical ones), and keep your digital presence authentic.
You’re Fishing Where Everyone Else Fishes
Top talent isn’t always on the job boards. Many aren’t actively looking—they’re passive candidates who need a compelling reason to consider a move.
Don’t rely solely on job boards. Build relationships. Use platforms like LinkedIn to reach out personally. Engage with communities, alumni networks, and industry groups.
Your Application Process Is a Nightmare
A 45-minute application form? Mandatory account creation? Asking for a résumé and for candidates to re-type their work history? That’s how you lose great people before they even start.
Simplify. Streamline. Respect your candidates’ time. Make applying easy—and mobile-friendly. If the process is too long or frustrating, top candidates won’t apply.
You’re Not Offering What They Want
The best candidates are selective. They’re looking for roles that offer more than just a paycheck. Flexibility, purpose, autonomy, growth opportunities—these are the things that matter.
Make sure your job posting reflects what candidates actually value. If you offer remote work, mentorship programs and additional benefits, highlight that early and clearly in your job posting.
Just remember, the best candidates aren't ignoring your job because they’re not interested in working—they’re ignoring it because you're not giving them a compelling reason to apply. If you want to attract the best people in the market, stop writing job postings like you’re hiring the average.
Make them feel seen. Show them why your company is worth their attention. And don’t forget: hiring is as much about marketing as it is about selection.
Looking to engage a recruitment agency for your next temporary or permanent hire? Get in touch with the Stitch Team - we’ve a pool of candidates readily available across Wealth, Accounting & Business Support.