Every day we see posts from candidates saying they “never heard back” after applying for a role. And instantly, your organisation takes a hit to its employer brand before the hiring process has even begun.

Everyone assumes the toughest roles to hire are the niche or senior ones.
But sometimes the biggest drain on your recruitment team is the “easy” role that attracts 1,000 applicants.

Posting a job ad feels like the natural first step. But for high-volume roles, it often creates a rod for your own back. You’re not increasing accuracy… you’re increasing admin, slowing down the process, and delivering a poor candidate experience to hundreds (or thousands) of people who were never right for the role.

In reality:
A job ad casts a wide net, but it rarely delivers the right people.
And when 9 out of 10 applicants don’t qualify, nobody wins.

A much smarter approach is to be deliberate:
– Define the ideal audience
– Identify the companies where that talent actually sits
– Go direct

You control the narrative.
You control the volume.
And the candidates you do engage get your full attention.

High-quality recruitment isn’t about processing thousands of applications.
It’s about speaking to the right ones  intentionally, professionally, and with respect.