Plenty of applications. Not enough hires.
If applicant volume is high but screens, interviews, offers, or hires are not progressing, buying more traffic without diagnosing the problem can make recruiting less efficient.
The campaign may be optimizing the wrong event.
High-volume applies can slow response, bury viable people and create recruiter workload. The mismatch may be caused by targeting, requirements, job presentation or downstream process.
Audit application-to-qualified, qualified-to-interview and interview-to-hire conversion for meaningful source segments.
Refine the audience, creative and job details when they contribute to poor fit; review application and follow-up friction with your recruiting team.
Monitor the cost and number of candidates who actually reach the next hiring stage.
Measure what happens beyond the application.
Look beyond application totals. Use qualification and interview feedback to guide where advertising runs and which messages bring in people who can progress.
When media needs to change
Use the campaign builder if the job is viable but current sources attract the wrong audience or insufficient relevant candidates.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Example: many nursing applications but low license eligibility; revise qualifications, job presentation, audience inputs, and follow-up.
- 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.