How to diagnose why my job is not performing

When a job on Get on Board gets fewer applications than expected, resist the impulse to change salary, title, and requirements all at once. A structured diagnostic—reviewing signals in order—is faster and prevents you from fixing the wrong thing.

Diagnostic sequence

1. Check timing first: if the job is very recent, wait a few days before drawing conclusions.
2. Check demand vs conversion: high views with low applications usually point to job-content issues.
3. Check attractiveness feedback: review warnings about salary, requirements, or clarity.
4. Check response behavior: slow follow-up can reduce candidate trust.
5. Check discards and filters: see if your criteria are too narrow or unclear.

What to change after each signal

1. Low views: improve discoverability (title clarity, seniority, scope, visibility tools).
2. Low conversion: rewrite requirements, simplify screening questions, and clarify conditions.
3. Slow response signal: tighten first-response discipline and keep process updates moving.
4. High discard rate for the same reason: refine requirement wording and screening setup.

Avoid false conclusions

• Do not evaluate performance from one day of data.
• Avoid changing salary, title, requirements, and screening all at once.
• Apply one major change, then compare the next period.

Related articles

• Why does my job have few applicants?
• How long does it take for applicants to apply when I post my job?
• How can I see the conversion rate of my job posting?
• How can I improve my job’s attractiveness to candidates?
• What kind of reports can I find in Get on Board?
• Where can I find metrics and reports for my jobs?