Four reasons your job ad is getting fewer applicants

It is no secret that the COVID-19 pandemic has had a significant impact on the job market, with job seekers becoming increasingly selective about the roles they apply for. According to SEEK data, there has been a 32% decrease in the number of applications per ad compared to two years ago, with the number of applications made by each candidate falling by 15% on average since the start of the pandemic. This trend has affected various job types, including those in the trades, construction, and service industries.

If you operate in one of these industries, it is important to understand the reasons behind this trend to help you navigate the current hiring climate successfully. One factor to consider is the shift in job priorities caused by the pandemic. With rolling lockdowns and economic uncertainty, job security has become a more significant concern for many Australians. Research conducted on behalf of SEEK shows that two in three people have identified job security as a top priority during the pandemic, with 44% admitting to feeling nervous or uncertain about their job security.

As an employer, you can address these concerns by being transparent about your business continuity plans, highlighting your track record of sustaining revenue, productivity, and headcount through previous lockdowns, and offering permanent roles where possible. Permanent positions can offer a layer of protection to a new employee, which is highly valued at the moment.

Another factor to consider is the impact of closed borders on the supply of candidates. Traditionally, immigration has brought a supply of candidates into the job market, but this has been impacted by international border restrictions. Therefore, it is essential to focus on attracting domestic candidates by reviewing and revamping your Employee Value Proposition in light of the current climate, or ensuring you ask candidates what is important to them when considering a new role at the moment.

Furthermore, increased competition for talent in Australia is tough and only getting tougher, especially with skilled local candidates having multiple job opportunities to consider and often multiple job offers. Companies should continually assess and forecast their skills demands, streamline the hiring process, and act fast once they've found a suitable candidate to avoid losing top candidates to the competition. Developing clear succession plans to fill emerging talent gaps internally without embarking on potentially challenging hiring processes can also be beneficial.

Finally, flexible working has become one of the most in-demand benefits amongst job seekers due to the pandemic. With many employees working from home, it's crucial to review your job ads to focus on whether they facilitate flexible working amongst your teams, and how you do it. This could include what remote-work technologies and solutions are on offer to support staff and ensure good processes.

In conclusion, if you operate in the trades, construction, or service-based industries, it's important to be aware of the current hiring climate's challenges and adapt your hiring strategy accordingly. By being transparent about job security, focusing on domestic candidates, acting fast to secure top talent, and offering flexible working arrangements, you can increase your chances of attracting the right candidates for your business.