5 Tips to Find Your People in a Sea of Applications

You're spending 12-16 hours a week reviewing applications. Eighty per cent of them are immediately wrong for the role. Sound familiar?

For in-house recruiters at startups and scale-ups, every hiring decision feels high-stakes. The challenge isn't just about attracting enough candidates. It's about attracting the right ones; those who'll thrive in your environment and help drive your mission forward. Yet most in-house talent teams are drowning in the "noise" of irrelevant applications, which not only eats up time but also risks overlooking the real gems in your funnel and creating a poor candidate experience. 

So how do you increase signal and reduce noise, making your hiring process both more effective and more human?

It depends a lot on your business, but these 5, actionable steps from the RIGHT framework can be a helpful and practical roadmap for attracting high-quality candidates while helping those who aren't quite right to self-select out, saving both sides time and energy.

R: Realistic job requirements

Ambiguous or inflated job requirements are magnets for irrelevant applications. When "must-haves" are confused with "nice-to-haves," or expectations are left vague, you end up with a sea of applicants who aren't right for the role. Meanwhile, genuinely qualified candidates often skip roles where they can't clearly see themselves succeeding.

What you can do about it: 

• Audit your job specs. Be ruthless about what's essential versus what's a bonus. Try involving hiring managers and current team members in this review.
• Make criteria measurable. Swap "excellent communicator" for "can clearly explain technical topics to non-experts," or "3+ years' experience with React."
• Lean into your mission and values. Articulate how your company's values drive behaviours and expectations in the role.
• Include salary ranges. Candidates expect to know what they'll be paid for a role during the application process, and omitting a pay range is proven to increase misaligned applications (and damage trust).
• Set clear expectations. Spell out what success looks like in the first 6-12 months.
• Add pre-application filters. Use knockout questions or brief screening criteria that help candidates assess fit before they invest time in a full application.

On Welcome to the Jungle:

Our job posting editor prompts you to define must-haves, nice-to-haves, and salary ranges up front, making it easier for candidates to self-assess before hitting 'apply'.

I: Immersive brand content

Candidates want a sense of what it actually feels like to work at your company. Without cultural insight, risk-averse candidates over-apply whilst your ideal candidates, who care deeply about fit, skip you entirely. When you're left with applications from people who are guessing, they're often guessing wrong.

What you can do about it: 

• Create day-in-the-life content. Show (don't just tell) what a typical day looks like for key  members of the team through short videos.
• Use real employee testimonials. Authentic voices resonate far more than stock phrases.
• Showcase the working environment. Whether you're remote, hybrid, or office-based, help candidates visualise themselves working successfully at your company.
  

On Welcome to the Jungle:

Our employer branding content makes it easy to build vibrant employer profiles and job posts packed with videos, team interviews, and photos, giving candidates an authentic feel for your culture and ways of working. These immersive experiences boost engagement and help candidates thoughtfully self-select before applying.

G: Grounded honesty

Every company faces hurdles, especially during periods of growth and change. Glossing over these realities may bring in more applicants, but they're less likely to be ready, or willing, to tackle what the role actually demands. Being honest about your current challenges attracts candidates who are energised by building, problem-solving, and navigating ambiguity, not those looking for a polished, finished product.

What you can do about it:

• Be transparent about the tough stuff. Share the realities of your current growth stage, or where the team is still finding its feet.
• Communicate the learning curve. Let people know where they'll need to adapt or stretch their skills before they apply.
• Use a "not right for you if…" section. Help candidates self-select out if they're not up for the challenge.
• Be specific about what resilience looks like. Rather than generic statements about "fast-paced environments," describe the actual situations candidates will navigate, such as shifting priorities or wearing multiple hats.
• Show how you live your values. Give concrete examples of how the team embodies your culture day-to-day, especially during challenging moments.

On Welcome to the Jungle:

Many customers use our platform's employer profile features to openly discuss company challenges and team dynamics in both written and video content. These can include DEI shortfalls, market challenges, and even negative press. This transparency attracts candidates who are genuinely motivated by your mission and growth journey, and makes it easier for candidates to see how they, specifically, can make an impact (or not).

H: Hyper-targeted messaging

Generic job adverts and sourcing messages attract generic responses. The more tailored your messaging, the more you'll capture the attention of candidates who get what you do, and who want to be part of it. Blanket approaches waste everyone's time and dilute your employer brand.

What you can do about it:

• Speak directly to your ideal candidate. Use language, references, and tone that resonate with your ideal candidate profile.
• Reference your tech stack and tools. Be clear about the skills and experience you really need.
• Tailor content for the level of seniority you're after. A senior engineer and a first-time graduate will be drawn to different things. Reflect this in your messaging.

On Welcome to the Jungle:

Our sourcing tools allow you to reach and engage shortlisted talent matches, and send them tailored messages that compel them to learn more about a role, not ignore you.

T: Transparent processes and timelines

Unclear or slow processes frustrate quality candidates, which risks losing them to competitors. Transparency builds trust and keeps top talent engaged, even if they're not ultimately selected. When candidates feel respected throughout your process, they become advocates for your employer brand, regardless of the outcome.

What you can do about it:

• Map out the process up front. Let candidates know what to expect, from application to offer stage.
• Share realistic timelines. If your process takes three weeks, say so. If feedback will be brief, set that expectation.
• Commit to communication. Even a simple update ("We're still reviewing applications…") makes a difference with candidates who may be juggling different processes and stages at other employers.

On Welcome to the Jungle:

Our applicant tracking features streamline every stage of the hiring journey. Automated updates and easy-to-track workflows help you keep candidates informed, so no one is left in the dark. And your employer brand remains strong (even when you're moving fast).

Reducing noise isn’t only about efficiency. It’s about building stronger teams and a more trusted employer brand. By applying the RIGHT framework, you empower candidates to make informed choices, while giving your talent team space to focus on what matters most: finding your people.

Here’s the paradox: the more specific and selective you are, the wider your net of qualified candidates becomes. Start small. Pick one pillar this month, and see how it changes your pipeline. And if you’re ready to show candidates what makes your company compelling, we’d love to help.