Share
A practical, expert-level guide for recruiters navigating the world’s most-used job board.
Recruiters have a complicated relationship with Indeed. It’s the largest job platform in the world—and arguably the easiest place to get eyes on your job post. But it’s also infamous for drowning you in low-effort applications, fake résumés, and candidates who never read the description.
So why do so many employers still use it? Because, when used strategically, Indeed can still be a powerful tool for attracting and hiring top talent—especially for high-volume or entry-level roles.
This post walks you through how to hire with Indeed in 2025 effectively—step-by-step—while avoiding the time-wasting pitfalls that frustrate even the most seasoned in-house recruiters.
Why Hiring on Indeed Still Matters
Despite its flaws, Indeed remains essential for many businesses. With over 250 million monthly visitors and one of the largest active résumé databases in the world, it’s a go-to platform for job seekers—especially in sectors like customer service, trades, logistics, and administrative work.
However, visibility doesn’t guarantee quality. Many recruiters say they receive hundreds of irrelevant or underqualified applicants. The key is how you use the platform—not just that you use it.
Eliminate low-effort applicants—including those who use AI Tools to apply, copy-paste answers, or rely on "one-click apply." This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
Step 1: Write a Job Post That Attracts the Right Candidates (And Filters Out the Wrong Ones)
The foundation of successful hiring on Indeed is the job post itself. A well-written job description helps you attract applicants who are both qualified and aligned with the role.
Here’s how to do it right:
- Clarify business needs first: What problem is this hire solving? Which projects or departments are falling behind?
- Be specific about responsibilities: Don’t list vague soft skills. Use clear, results-driven statements (e.g., “Respond to 50+ customer tickets daily with 98% satisfaction rate”).
- Set minimum qualifications: Include must-have experience, certifications, or language proficiencies.
- Mention compensation and benefits: Candidates are more likely to apply when salary and perks are transparent.
- Avoid fluff: Words like “rockstar” or “fast-paced” signal clichés, not professionalism.
Step 2: Use Applicant Qualifications to Pre-Screen Automatically
Once your job post is live, screening applicants becomes the biggest time suck—unless you build smart filters in from the start.
Indeed’s Applicant Qualifications section allows you to add pre-screening questions that help you automatically deprioritize unqualified candidates.
Use these options strategically:
- Yes/No or multiple-choice questions: Quickly identify dealbreakers like visa requirements or geographic limitations.
- File uploads: Require certifications or portfolios for roles that demand proof of skill.
- Required vs. optional: Mark must-haves as required so that Indeed can auto-sort applicants who don’t meet your criteria.
Step 3: Leverage the Employer Dashboard to Stay Organized
Once applicants roll in, head to the Employer Dashboard—your central control panel for hiring on Indeed.
You can:
- Filter applicants by education, location, screener answers, or résumé keywords
- Tag applicants as Yes, Maybe, or No
- Leave internal notes to share impressions with your team
- Update candidate statuses to “Awaiting Review,” “Reviewed,” “Interviewing,” or “Hired”
You can also export candidate details to share with hiring managers or track feedback collaboratively. This is especially helpful for companies hiring across departments or regions.
Step 4: Consider Smart Sourcing (If You Need More Control)
If job posts aren’t attracting quality applicants, consider using Indeed’s Smart Sourcing tool. This premium feature proactively matches your job with candidates based on résumé data, preferences, and experience.
With Smart Sourcing, you can:
- Receive an AI-curated shortlist of relevant candidates
- Reach out directly with personalized messages
- Use advanced filters like Boolean search and activity recency
- Track outreach and engagement in one place
Quickly identify your most promising candidates. WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
Step 5: Interview Efficiently—Without Sacrificing Candidate Experience
Indeed allows you to schedule and conduct interviews directly on the platform—whether phone, video, or in-person.
Here’s how to use this to your advantage:
- Start with a pre-screen call: Validate essentials before investing more time.
- Use structured interview guides: Ask every candidate the same key questions to reduce bias.
- Provide prep material: 72% of job seekers report a better experience when they know what to expect.
- Take notes in-platform: Indeed lets you write candidate notes while reviewing their résumé.
Remember: interviews aren’t just for you to evaluate the candidate—it’s their chance to evaluate you. Treat it like a two-way street.
Step 6: Extend a Clear, Competitive Offer
Once you’ve selected your top candidate, move quickly. Many job seekers today have multiple offers or are juggling multiple interviews.
Make your offer stand out by including:
- Compensation (base, bonuses, and perks)
- Start date and reporting manager
- PTO, holidays, and leave policies
- Career path or training opportunities
- Remote/hybrid/in-office expectations
Always follow up with a written offer letter and be ready for a brief negotiation. The candidate hasn’t “officially” accepted until they’ve signed.
Recruiter Feedback: What Real Users Say About Hiring on Indeed
Reddit is full of hiring professionals sharing unfiltered thoughts about recruiting tools—and Indeed often sparks mixed reviews.
What recruiters like:
- “Great for high-volume and entry-level roles”
- “Resume database is still useful for proactive outreach”
- “Best ROI when combined with filters and manual follow-up”
Common frustrations:
- “Too many low-quality applicants—even with filters”
- “Forced to sponsor posts or they get flagged”
- “Terrible for highly specialized or leadership roles”
One recurring insight: Indeed works best when paired with a proactive sourcing strategy. For senior or technical roles, recruiters often use LinkedIn, networking, or referrals instead.
Easily administer one-click skill tests using workscreen. -This way you can Assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
Final Takeaway: It’s Not About Using Indeed—It’s About Using It Well
Indeed is a powerful tool—but only when used intentionally. If you treat it as a firehose of résumés, you’ll drown. But if you:
- Craft clear job posts
- Use pre-screening questions
- Stay organized with the dashboard
- Tap into résumé search when needed
- Conduct thoughtful interviews
…you can absolutely make high-quality hires through the platform.
Indeed may never be perfect—but for many roles, it remains an essential part of the hiring stack. The difference lies in how you use it.
FAQ
Ghosting often happens when candidates feel disengaged or unclear about next steps. To reduce this:
- Respond to applications quickly—top talent gets picked up fast.
- Keep communication warm, timely, and specific (e.g., “We’ll update you by Friday”).
- Share interview logistics and expectations in advance.
- Avoid long, multi-step interview processes without updates in between.
- Use tools like Indeed’s Employer Dashboard to track candidates and send automated follow-ups.
Consistent communication builds trust—and makes candidates less likely to disappear.
(For job seekers viewing your blog)
- Use keyword + location search and filter by salary, job type, and experience level.
- Set up job alerts to get relevant postings daily.
- Apply early—many roles are filled within the first few days.
- Tailor your résumé to the job description using skills-based keywords.
- Read company reviews and check job post dates to avoid outdated listings.
(Also for job seekers or employers advising applicants)
- Write a clear, keyword-rich headline and summary.
- List recent, relevant experience using metrics and impact-driven bullet points.
- Add certifications, licenses, and technical skills.
- Enable “Let employers find me” and keep your résumé updated.
- Upload a portfolio or relevant documents (if applicable).
Screener questions help filter out unqualified applicants early. You can use Indeed’s built-in options (like “Do you have a valid driver’s license?”) or create your own. Mark the most important ones as “required” so Indeed deprioritizes mismatches automatically.
Yes, especially if you’re hiring in a competitive field or need to fill the role quickly. Sponsored posts get better visibility and let you target candidates by location, experience, or certifications. That said, even free posts can be effective if paired with good filtering and communication.
