There are challenges that hiring managers and recruiters often can't actively influence: low unemployment and skills shortages for example.

However, what they can do is focus on providing the type of information that will attract what Glassdoor calls 'a quality candidate' and according to their recently published research, 76% of hiring decision makers in the UK and US say attracting quality candidates is their number one challenge. 

A quality candidate is an informed candidate. Obviously, each organisation and each role calls for different skills, experience or background. But what is common for all is that a quality candidate is someone who decides to apply for a role with a realistic view of the organisation, culture,  job on offer and recruitment process. Far better to receive 5 applications from people who genuinely want to be part of your organisation, than 20 from people who have had to fill in the blanks themselves, with all the potentially wrong conclusions that come with that.

So have a look at your website, social media channels and recruitment materials. Are you providing enough content to allow people to make an informed decision about whether or not to apply for a role? Are you providing realistic information, or is it the glossy version which means disappointment will quickly follow once people settle into the day-to-day job?  

And if you are not sharing much information, have you checked where else candidates might go for any insights? Happy with that?