Receiving too many irrelevant CVs almost always starts with a job posting that is too broadly written or placed on the wrong channels. Those who write a sharper job profile, ask the right screening questions, and make deliberate choices about where they recruit will automatically attract better candidates and filter out unsuitable profiles before the first meeting. In this article, we answer the most frequently asked questions about how to improve your recruitment process and finally get the shortlist you deserve.
Why do job postings attract so many unsuitable candidates?
Job postings attract unsuitable candidates because they are too vague, too generic, or too inviting in their wording. When a job profile sets no clear expectations regarding experience, sector, or competencies, almost anyone interprets the text as an opportunity. The result: an inbox full of CVs from people who are not a fit for the role.
There are three common causes that amplify this problem:
- Vague job titles such as “all-round employee” or “dynamic team player wanted” appeal to too broad an audience and give no signal about the required level.
- Missing hard criteria such as minimum years of experience, specific qualifications, or sector knowledge artificially lower the barrier to apply.
- Placement on the wrong channels reaches people who are actively looking for any job, not specifically for your role.
A job posting is not an advertisement that needs to reach as many people as possible. It is a filter. The sharper you set that filter, the less time you waste on irrelevant profiles and the faster you reach the right candidate.
How do you write a job posting that filters the right candidates?
A job posting that filters the right candidates is concrete, honest, and specific enough to let unsuitable applicants exclude themselves. That means: formulating clear expectations about experience, responsibilities, and context, without keeping the text so broad that everyone feels addressed.
Follow this approach when writing your job profile:
- Be specific about the level. Write “at least 5 years of experience in B2B sales within the technology sector” instead of “experience is an advantage”.
- Describe the context, not just the tasks. Explain what stage the company is in, what the team looks like, and what challenges the new employee will face. This helps candidates assess for themselves whether they are a fit.
- Use distinctive must-haves. Name two or three hard requirements you will not compromise on. Those who do not meet them will be less likely to apply.
- Avoid lists of twenty competencies. A long wish list invites candidates to convince themselves that they “almost” fit. Keep it concise and realistic.
A well-written job posting works in two directions: it attracts the right people and deters the wrong ones. That second function is at least as important if you want to reduce the number of irrelevant CVs.
Which channels deliver the most relevant candidates?
The most relevant candidates are not always found through the most popular job boards. The right channel depends on the profile you are looking for: actively or passively searching, junior or senior, generalist or specialist. Those who do not make that distinction cast their vacancy wide and pay the price in volume without quality.
A practical overview by situation:
- LinkedIn works well for mid- to senior-level profiles, especially for roles where network and visibility are relevant. Use targeted search filters and direct outreach for passive candidates.
- Specialized job boards (by sector or functional domain) reach candidates who already know what they are looking for. They deliver smaller numbers, but with higher relevance.
- Own network and referrals are greatly underestimated. Employees who recommend someone rarely do so for a profile that is not a fit.
- Generic job sites such as Indeed or VDAB are useful for volume, but less suitable for specific or senior roles. Expect more noise.
For management- or director-level roles, passive candidates are the norm. You do not reach them through a standard job posting, but through targeted search and relationship management over time.
What is the difference between a screening question and an elimination criterion?
A screening question helps you better understand and compare candidates. An elimination criterion is a hard boundary: those who do not meet it are not considered, regardless of the rest of their profile. The difference lies in the consequence, not in the question itself.
Concrete examples make this clear:
- Screening question: “Describe a situation in which you led a team through a change.” This provides insight into behavior and style, but does not automatically lead to exclusion.
- Elimination criterion: “Do you hold a valid category B driving licence?” or “Do you have experience with SAP?” If the answer is no and the role requires it, the process stops here.
Many companies confuse the two, causing them to either exclude candidates too quickly on subjective grounds, or to continue too long with profiles that will never be a fit. A good recruitment process makes this distinction explicit: define in advance which criteria are truly non-negotiable, and treat the rest as input for comparison and consideration.
Screening questions are asked during a first conversation or via a short form at the point of application. Elimination criteria are best incorporated into the job posting itself, so candidates are aware of them before they apply.
When is a recruitment partner better than recruiting yourself?
A recruitment partner is better than recruiting yourself when the role requires specific market knowledge, when discretion is important, or when you do not have the time and resources internally to conduct a thorough search. Recruiting yourself works well for standard roles with a large pool of candidates, but falls short for complex or scarce profiles.
Signals that you are better off engaging a partner:
- You receive many CVs but no suitable candidates, despite repeated attempts.
- The role requires passive candidates you cannot reach through a job posting.
- You are searching at director or management level, where discretion and network are decisive.
- Your HR team does not have sufficient capacity to manage a full search alongside day-to-day operations.
- A poor hire would have a significant impact on the team or the organization.
A recruitment partner also brings market insight that is difficult to replicate internally: knowledge of salary benchmarks, availability of profiles, and how competitors recruit. That makes the difference between a long-standing vacancy and a swift, well-considered match.
How Skill&Will helps you receive fewer irrelevant CVs
We tackle the problem of too many irrelevant CVs at the root. Rather than posting a vacancy broadly and waiting, we build a targeted search based on your specific needs, your organizational culture, and the reality of the Belgian labor market. What you get from us:
- A sharp job profile that attracts the right candidates and discourages the wrong ones
- Active search for passive candidates you would never reach through a standard job posting
- A concise shortlist of thoroughly screened profiles, with insightful commentary per candidate
- Market knowledge on salary benchmarks and candidate availability in Brussels and Flemish Brabant
- Guidance throughout the entire process, from briefing to hire
Ready to stop wasting time on irrelevant applications and finally get the right people to the table? Get in touch and we will discuss together how to sharpen your recruitment strategy.
