More applications aren't the answer. Better ones are.
When recruiters screen hundreds of people who cannot move forward, a cheap cost per application hides the real cost. Judge campaign performance by meaningful candidate progress, not clicks alone.
High application counts mean little if nobody qualifies.
High application volume can consume recruiter time without producing licensed, eligible, available, or interested candidates. Application design and job messaging also affect quality.
Clarify requirements, screening criteria, job title, compensation context and the most common reasons candidates fail qualification.
Use audience signals, distribution controls, job descriptions and appropriate prequalification without making the application unnecessarily long.
Compare completed, reviewed, qualified, interviewed and hired outcomes when employer data is available.
Measure progression, not just price per apply.
Use the qualifications and hiring signals behind your strongest applicants to refine media placements, creative and candidate journeys. Direct more of the budget toward useful response.
When more applications do not mean more viable people
Prioritize qualified inquiries and recruiter productivity when the existing campaign sends too much low-fit applicant traffic.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Example: clinical support roles generating many low-fit applications; shift channel selection and application signals to prioritize licensed applicants.
- Bring your jobsAdd one or more jobs or connect them through your employer account.
- Approve the approachReview audience signals, initial media allocation, and the planned budget.
- Fund and measureActivate supported placements and review available job-level candidate outcomes.