You’re running campaigns. You’re getting traffic. People are clicking on your job ads, visiting your career page, maybe even starting an application. But somehow… they’re not converting.
You check your numbers. The drop-off is real. Your funnel is leaking.
And here’s the truth: it’s not always because your content is bad or your process is broken. Sometimes, you’re just not showing up in the right places — at the right time.
First: What is the recruitment funnel?
Think of it like any marketing funnel. It moves candidates from awareness to interest, from consideration to application – and eventually to hire.
But here’s the problem: most recruitment funnels aren’t designed like funnels.
They’re designed like walls.
If you’re not meeting candidates where they are – not just physically, but emotionally – you’ll lose them before they even notice you.
Where it leaks – and why
Leak #1: Your employer brand isn’t showing up early enough
People can’t apply for a job they don’t know exists. But more importantly – they won’t apply if they don’t know why they should care. If your brand only shows up when you post a job, you’re already too late.
Fix it: Build long-term presence on relevant platforms. Use content marketing and social media to tell your story before people start looking.
Leak #2: Your job ads don’t speak to humans
Buzzwords, blocks of text, lists of demands. You’re trying to sell a role – but you sound like a robot. Candidates bounce not because they’re not qualified, but because they’re not engaged.
Fix it: Write for real people. Lead with meaning. Use visuals. Be bold, brief, and human.
Leak #3: Your career page is a dead end
Someone clicks from your ad, lands on your site… and the energy dies. Too many links. No clear CTA. No sense of who you are. No reason to stay.
Fix it: Make your career page feel like a destination. Clean design. Clear purpose. Social proof. Real people. Easy navigation. A simple path to apply.
Leak #4: Your application process is too painful
Too long. Too clunky. Too demanding. A modern candidate won’t spend 30 minutes retyping their CV into your form. They’ll just close the tab.
Fix it: Make applying feel like sending a message, not submitting a report. Mobile-first. Short forms. Smart autofill. Or start with “Show your interest” – and build from there.
Leak #5: Your response time kills momentum
The longer you wait, the colder the lead. Talent doesn’t sit around waiting for you to reply. If they don’t hear back quickly, they move on – emotionally or literally.
Fix it: Automate the basics. Personalize when it counts. Create a follow-up system that doesn’t drop the ball. Talent is perishable.
Leak #6: You’re treating everyone the same
Not all candidates are alike. Some need more nurturing, some need fast-tracking. If your funnel treats everyone the same, you lose relevance – and trust.
Fix it: Use segmentation. Adapt messaging and touchpoints. Think like a marketer: who’s this person, and what do they need next?
Leak #7: You’re not showing up where the candidates are
Most job ads are posted where recruiters look – not where candidates live. You might be on job boards, career sites or internal portals, while the people you're trying to reach are scrolling Instagram, browsing Facebook groups, or networking on LinkedIn – without ever searching for a job.
Fix it: Think like a marketer. Push your job ads out to social media platforms where your target audience actually spends their time. Use smart targeting to reach passive talent and meet them in the flow of their day – not just when they actively decide to look for work.
Fixing your funnel doesn’t start with new tools or tactics
It starts with one honest question: Where are we losing people – and what do they need to stay?
Because behind every click is a real person. Someone who showed interest for a moment – and then disappeared. Not because they weren’t right for the job, but because the experience didn’t feel right for them.
Maybe the message wasn’t clear. Maybe the process felt cold. Maybe it just didn’t seem worth the effort.
If you want to stop the leaks, stop guessing. Start listening. Make the journey simple, human, and respectful. Show people they matter – before they ever apply.
That’s how you stop losing candidates — and start attracting the ones who belong.
