1. Optimize your job titles and descriptions for search

A healthy candidate pipeline begins with well-written job postings. Candidates can only apply if they can find your postings. Improving search visibility can help attract quality applicants.

Include keywords candidates search

When you write job content, include the keywords candidates search for. Begin by researching common job titles and skill terms for your available roles. Then, align the wording with common job postings. This helps you ensure your postings match how candidates search for jobs.

Many candidates search for roles based on their certifications, specialties and job tools they’re experienced with. Including these keywords aligns your postings with how candidates look for work.

Use clear, concise titles

Job titles typically reflect the role’s level and responsibilities. Straightforward titles help candidates understand what the position involves and whether it aligns with their experience and career trajectory. Avoid internal or highly customized titles that may be unfamiliar outside your organization. Focus on wording that quickly communicates the role’s purpose and scope.

Write an effective job description

A targeted and relevant job description explains what the role involves, the key skills necessary to succeed and how the position supports business goals. It increases the posting’s visibility and encourages candidates to click on it and apply. Clear structure and scannable formatting help candidates determine whether they have relevant skills and training.

2. Educate candidates about your jobs and company

Candidates who find your job postings want to understand the experience the role and your company provide. Disclosing transparent information builds interest and supports better decision-making for the applicant.

Focus on what candidates can expect day-to-day

In the job posting, describe typical tasks, responsibilities and workflows. Clear descriptions enable candidates to visualize working in the role and support a positive candidate experience. Share what a normal workday is like. This helps applicants determine whether their skills and preferences align with the position.

Highlight your organization’s mission and values

Explaining your organization’s purpose and priorities helps candidates understand its values and direction. Provide details about your positions and showcase your company culture on your career site or Indeed Company Page. This educates job seekers on your mission, organizational goals and what to expect as an employee.

3. Streamline your application process

Applicants want to know what it’s really like to work for your company. Include clear instructions for how to apply and explain the next steps candidates should expect. A simple, well-designed application experience helps maintain candidate interest and encourages completion. Removing unnecessary complexity makes it easier for candidates to move from interest to application submission.

Optimize for mobile users

Sixty percent of job searches on Indeed come from a mobile device. To accommodate mobile users, ensure your company’s applications are easy to complete on smaller screens. Mobile-friendly forms, readable text and minimal required steps help candidates apply wherever they are.

Remove unnecessary pre-screening steps

Remove barriers for interested candidates by providing a simple and seamless application experience. Limiting the number of pre-screening questions encourages more candidates to complete your process. Use screening questions thoughtfully and only when they provide clear value. Keeping the process focused on essential information shows respect for candidates’ time. It helps them maintain interest and momentum throughout the application.

Include simple instructions and progress indicators

Clear guidance and visible progress indicators help candidates understand what to expect as they apply. These features make the process feel more manageable and encourage applicants to complete each step.

4. Strengthen your employer brand

Applicants’ perception of your organization influences whether they decide to apply. A well-managed presence online and in the community builds familiarity and supports the hiring process.

Leverage reviews, testimonials and employee stories

Sharing real experiences from current employees gives candidates insight into what it’s like to work in your organization. Company reviews are a powerful influence on job seekers, with 83% of people saying reviews affect where they choose to apply.

Take an active role in managing your employer brand by encouraging employees to review your company and joining conversations on your Company Page. These perspectives add authenticity and give job seekers a clearer understanding of daily work life.

Connect with your online community

Engaging with candidates and responding to questions or feedback shows your organization values open communication. Active participation strengthens relationships with potential applicants and keeps them informed and interested. Your involvement will demonstrate professionalism and responsiveness to job seekers at a critical time in their search.

5. Expand your talent network

A strong pipeline includes job seekers and people who aren’t actively looking but may be interested in future opportunities. Staying connected to a broader talent pool supports long-term hiring goals.

Stay connected with passive candidates

Maintain communication with professionals who’ve previously shown interest in your organization or roles. Regular updates about opportunities or company news help keep your organization memorable for them.

Implement an employee referral program

Employee referrals can introduce candidates who already understand the industry and expectations of your organization. Encouraging your current workforce to provide referrals increases your candidate network. It also strengthens internal involvement in your company’s hiring process.

Use talent databases and social media connections

Talent platforms such as Indeed, along with professional networks, make it simple to identify and remain in contact with potential candidates. These tools support consistent outreach and let you build relationships over time. They give you the power to maintain your candidate relationships, ultimately helping you attract quality talent to your roles.