12 Surprisingly Simple Ways to Boost DSP Recruitment (That Actually Work)
Let’s face it.
DSP recruitment these days feels a little like dating apps:
You get excited by the number of matches (applications)…
Only to be ghosted before the first date (interview).
And even when things go well, you’re left wondering:
“Are they really going to show up for Day 1… or is this another situationship?”
But here’s the thing: most DSP hiring problems aren’t about the people.
They’re about the process.
The way you design your hiring funnel—the steps candidates go through from seeing your job post to walking in on Day 1—either makes it easy to say yes… or accidentally encourages good people to quietly disappear.
Let’s fix that.
Below are 12 real-world tweaks, grounded in behavior science, that can help you attract, engage, and hire more of the right DSPs—without spending a fortune or launching a dance-heavy TikTok campaign. (Unless that’s your thing. In which case, please put a link in the comments below.)
1. Rewrite Your Job Ad Like You Actually Want Someone to Read It
Forget the corporate jargon. You’re not hiring for a "dynamic, mission-driven environment." You’re looking for kind, resilient people who want to help others live fuller lives.
Instead of:
“We provide individualized services and encourage independence in a client-centered atmosphere.”
Try:
“You’ll help people choose their outfits, go to concerts, learn new things, and laugh at inside jokes. We’ll train you—just bring the heart.”
2. Make Applying Take Less Than 5 Minutes (on a phone)
If your application form takes 40 minutes and crashes on mobile, you’re losing 80% of your best candidates. Use a short, mobile-friendly form first, then collect the full details after the interview.
3. Send a Warm Confirmation—Fast
Someone just applied. Awesome.
Now let them know you saw it.
Not “We received your application.”
Do: “Hi Jasmine! Thanks for applying—I'm reviewing your info today. I’ll reach out soon with next steps!”
It’s small, but powerful. People want to feel seen.
4. Track Drop-Off Points Like a Behaviorist
Don’t just track hires—track each step of your funnel.
Example:
50 applied
28 scheduled interviews
12 showed up
6 accepted
4 started
Now you can ask: Where are we losing people? And what small changes could reinforce that step? (Click here for a free Worksheet to help you track this!)
5. Use Interview Reminders That Sound Like a Real Person
Stop sending those cold, robotic calendar invites.
Instead, send a reminder like:
“Hi Jasmine! Just confirming our chat tomorrow at 2 PM with Tina. She’s awesome—bring any questions!”
Bonus: include a map link or parking tips. People ghost less when they feel prepared.
6. Add a Tiny Incentive for Showing Up
Give them a $10 gas card or a coffee voucher for their time.
Not because they need to be bribed.
Because behavior gets repeated when it’s reinforced.
You're not paying them to say yes—you’re thanking them for following through.
7. Let Them Talk to a Human, Not Just a System
Add a line to your job post:
“Have questions before applying? Text Rachel at 555-5555. She’s happy to chat.”
Most people won’t use it. But just knowing they can builds trust.
8. Match New Hires with a Buddy Before Day 1
Send a text like:
“Hey Jasmine, I’m Tasha—I’ll be your buddy on Day 1! Can’t wait to show you the ropes (and where the good snacks are).”
This reduces no-shows and helps new hires feel connected before they even clock in.
9. Use Day-in-the-Life Videos—Even If They’re Just on a Phone
No need for fancy production.
A 60-second selfie video of a DSP showing their daily routine builds clarity, confidence, and culture fit.
Give candidates “honest previews”—and you’ll reduce candidate anxiety about what to expect on the job.
10. Offer Flexible Interview Times (and Stick to Them)
If someone works days, don’t expect them to show up at a 10:30 AM interview.
Offer evenings. Zoom options. Saturdays.
Respect their time, and they’ll respect yours.
11. Customize Your Ads to Match Real Schedules
Instead of saying:
“Now hiring DSPs for all shifts!”
Say:
“Looking for part-time work on weekends? Join Team Rhonda!”
Specificity attracts the right people and helps fill your toughest openings.
12. Stay in Touch During Background Checks
Don’t go dark.
Text updates like:
“Just a quick note—we’re still waiting to get your FBI clearances, but your child abuse clearances have come through. I’ll update you again next Tuesday with a quick update.”
This keeps people engaged when they’re most likely to drift.
Final Thought: Your Funnel Already Exists. You Might As Well Fix It.
Most agencies already have a funnel—they just don’t know it.
People are already dropping off at different points.
The question is: Are you watching where that happens… and reinforcing the steps you want to see more of?
These 12 tweaks won’t magically solve all your hiring problems.
But they will:
Improve your show-up rate
Reduce ghosting
Help great people say yes
And save your team hours of wasted effort
And if you want a simple tool to show you where you're losing people?
Get the Free Hiring Funnel Worksheet
Use this simple worksheet to spot exactly where your candidates are dropping off—and where to focus your next improvement.
[Download it here]
