You've Placed the Advert... Now What?
You've advertised the role. The applications are rolling in. Here's what to do next.
Getting a vacancy live often feels like the finish line.
You've spent time agreeing the job description, debating the salary, tweaking the advert and finally hitting publish. It's tempting to think the hard work is done.
In reality, it's only just beginning.
I often speak to businesses that are delighted with the response to their advert... until they realise they've got over 100 applications to review, candidates waiting for updates and managers asking who's made the shortlist.
Recruitment can become a full-time job before you know it.
The good news is it doesn't have to.
Here are a few practical steps to help you stay organised, make better hiring decisions and give candidates a positive experience along the way.
1. Don't rush straight into the CVs
It sounds obvious, but take a moment before you start reading every application.
Ask yourself:
Are we attracting the right candidates?
If most applications miss the mark, it could be the advert rather than the people applying.
Check that you've clearly explained:
What the role involves
The salary or salary range
Where the role is based
Whether it's office based, hybrid or remote
The skills and experience you genuinely need
A small change to the advert can make a big difference to the quality of applications.
2. Decide what "good" looks like
Before you shortlist anyone, agree exactly what you're looking for.
Separate the essentials from the nice-to-haves.
It's amazing how often recruitment slows down because everyone has a different opinion of the ideal candidate.
Having clear criteria keeps the process fair, consistent and much easier when you're comparing applicants.
3. Shortlist with purpose
Reading CVs between meetings isn't the best way to make good decisions.
Give yourself some uninterrupted time and review every application against the same criteria.
Don't focus solely on job titles.
Look for transferable skills, achievements and evidence that someone has successfully solved problems similar to the ones they'll face in your business.
Sometimes the strongest candidate isn't the one with the most impressive-looking CV.
4. Keep your candidates informed
One of the biggest complaints I hear from job seekers is that they simply don't hear anything.
Candidate experience starts from the moment someone clicks Apply.
Even a short email explaining where you are in the process helps people feel respected.
You don't need to have all the answers immediately.
You just need to communicate.
5. Pick up the phone
A 15-minute screening call can save everyone a lot of time.
It's a chance to confirm:
Their interest in the role
Salary expectations
Notice period
Relevant experience
Working arrangements
Any questions they have before interview
It also gives candidates a chance to learn more about your business, which makes for much better interviews later.
6. Plan your interviews
Before invitations go out, make sure everyone involved knows:
Who is interviewing
What questions will be asked
How candidates will be assessed
When decisions will be made
Who is responsible for giving feedback
A little planning creates a much smoother experience for everyone involved.
7. Keep things moving
The best candidates rarely stay available for long.
That doesn't mean rushing your decision, but unnecessary delays can cost you the person you really wanted.
Book interview dates early.
Agree when feedback will be shared.
Keep candidates updated if timelines change.
Momentum matters.
8. Remember every candidate leaves with an impression
Not everyone will get the job.
That doesn't mean they shouldn't have a positive experience.
A polite rejection email.
Constructive interview feedback where appropriate.
A thank you for their time.
These small things all contribute to your reputation as an employer.
People remember how they were treated.
Need a hand?
Many businesses are happy to advertise their own vacancies but simply don't have the time to manage everything that follows.
That's where Neon & Co can help.
Whether it's reviewing applications, shortlisting candidates, carrying out screening calls, coordinating interviews or keeping candidates updated, I can take care of the recruitment delivery while you stay focused on running your business.
You remain in control of the hiring decision.
I'll help make the journey to that decision a little less stressful.
About Neon & Co
Neon & Co provides practical recruitment delivery and HR administration support for growing businesses, charities and HR consultants.
If you'd like to chat about your next recruitment campaign, I'd love to hear from you.
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No jargon.
Just straightforward advice from someone who's spent 27 years helping businesses recruit and support great people.
