Why Is Your LinkedIn Job Post Getting No Applicants?
- Olivia Tremblay
- Nov 24
- 5 min read
Putting up a job on LinkedIn can feel like rolling the dice, especially when you spend money promoting it, and then receive zero applicants. If that’s what happened to you, don’t worry.
In this blog, I’ll explain exactly what’s going on with LinkedIn job post billing, why your budget may have run out too soon, and what practical steps you can take, both paid and free to get meaningful visibility and actually attract quality candidates.
What You’re Really Paying For: How LinkedIn’s Job Post Budget Works
LinkedIn uses a promoted job model based on pay-per-click (PPC) to boost your job posts. Here’s how it works in practice:
You set either a daily budget or a total budget for your job post.
LinkedIn spends your budget based on real clicks or views from relevant job seekers, depending on how they’ve defined their pricing rules.
Once your total budget is fully spent, LinkedIn automatically pauses your job.
Billing happens in one of several ways: when the job closes, 30 days after posting, or when your account reaches a balance threshold (e.g., $500 in some regions).
Because these costs depend heavily on competition (how many other similar job ads are running) and location, LinkedIn doesn’t offer fixed pricing. Instead, the cost-per-click (CPC) can fluctuate.
Here are some benchmark numbers to keep in mind:
The minimum daily budget LinkedIn recommends is typically $7–$10/day, according to recent data.
Average CPC for job ads tends to fall between $1.50–$4.50, though this varies.
Based on its own performance data, LinkedIn estimates that for roles similar to yours, you might pay $1–$8 per applicant in the U.S.
Hiring is not just about clicks: on average, ~57 applicants are needed to make 1 hire via LinkedIn.
That means ad spend only for one hire could theoretically hit ~$160+, depending on your cost per applicant.
Why You Might Have Gotten Zero Applicants
Here are some of the most common reasons why your promoted job post didn’t deliver:
Budget burned too fast: If you set a low total budget, LinkedIn may exhaust it quickly on early clicks or impressions, especially if there’s high competition.
Poor conversion: Even if your post is shown, it may not convert. Users may click, read the description, and then decide not to apply.
Weak job description or unclear value: If roles, benefits, or your company’s value aren’t clearly communicated, potential applicants might scroll past.
Targeting is off: If your audience is too narrow or misaligned (by location, seniority, skills), you're paying to reach people who aren’t interested or relevant.
Application flow is too complicated: Lengthy forms, external ATS, or too many screening questions can discourage people from completing an application.
Short campaign duration: With a very brief campaign or tiny daily budget, LinkedIn’s algorithm may not have had time to optimize who sees the job.
What You Should Do Right Now
Here are practical and actionable steps to turn things around:
1. Audit Your Current Job Post
Log into your LinkedIn job dashboard and check where your budget went. Did most of it go to clicks, impressions, or something else?
Check whether your job is paused because the total budget ran out. If yes, you may need to add more budget.
Review your payment method and billing history to ensure everything is set up correctly.
2. Adjust Your Budget Strategy
Increase your total budget if possible to give LinkedIn more runway.
If you're worried about overspending, try a daily budget over 7–14 days rather than a tiny lump sum.
Let LinkedIn optimize spend over time. More budget often helps the algorithm reach better-fit candidates.
3. Sharpen Your Job Post for Conversion
Use a clear, searchable title (e.g., “HR Intern - Talent & Operations”) rather than vague or overly creative titles.
Clearly list responsibilities, learning outcomes, and daily tasks.
Highlight what makes the opportunity attractive: stipend, mentorship, certificate, potential full-time job (if relevant).
Keep the application flow simple: enable Easy Apply and limit what you're asking for (just a resume + a couple of short questions is often more than enough).
Use relevant keywords and skills (Excel, HRIS, outreach, etc.) so that the right people find you.
4. Tune Your Targeting
Adjust your location settings: consider remote or widen geographic reach if possible.
Explore experience level filters: widening to entry-level or student level can lower costs.
Add or remove targeting by skills and job functions based on what kind of applicant you most want to reach.
5. Explore Free or Cheaper Alternatives
If you want to supplement or reduce reliance on paid LinkedIn promotion, try:
Organic LinkedIn Posts: Share the role from your company page, employees’ profiles, or founders. Boost reach via employee reshares.
University & Student Channels: Post through campus career centers, LinkedIn student/alumni groups, clubs, or student-run job boards.
Referral Programs: Ask current teammates or networks to refer students or interns. Consider a small referral incentive.
Other Job Boards: Use free or low-cost job boards, local community forums, student WhatsApp/Telegram groups, or Facebook recruitment groups.
Direct Outreach: Search LinkedIn for students in relevant fields and message them directly, a personalized note can go a long way.
Useful Links
Use Video to Make Your Job Post Pop
One of the most powerful tactics to attract candidates is embedding video into your recruitment strategy. Video lets you showcase your company culture, teammates, and the real day-to-day experience, which is especially appealing to younger or entry-level candidates.
How to use these videos strategically:
Share a clip of the video or embed it in your company’s LinkedIn page, it helps demystify the hiring process and builds trust.
Use it internally to train hiring managers or smaller teams on best practices for job posting.
Encourage candidates to watch it so they understand how to apply and what to expect, this reduces confusion and improves application quality.
How to Measure & Learn Over Time
Track Analytics: Monitor views, clicks, application starts, and completed applications. This will help you understand if you're failing at reach, conversion, or both.
A/B Test: Try two versions of your job post with different titles, descriptions, or CTAs. See which one brings more applications for the same spend.
Ask for Feedback: If you do get a few applicants, ask them how they found the job and what they thought of the description. Use that insight to tweak your next post.
Iterate: Use what you learn to refine your next budget, targeting, and post content. Recruitment advertising is rarely perfect on the first try, but it gets better.
Final Thoughts
You're definitely not alone if your first LinkedIn promoted job post didn’t deliver any applicants. The good news is, LinkedIn’s billing model gives you flexibility, but also requires strategy. By increasing your budget smartly, sharpening your messaging, simplifying your application flow, and amplifying your reach via organic and video content, you can dramatically improve your chances of not just being seen, but getting real applicants.
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