How to Attract the Attention of Candidates for the Most In-Demand and High-Volume Positions

In 2026, recruiting workers and low-skilled staff remains one of the biggest challenges for employers in Bulgaria. The demand for candidates in warehousing, construction, manufacturing, and services continues to grow, yet many companies report difficulties finding enough applicants.

In this article, we’ll look at what discourages candidates and how you can make your recruitment process more effective to attract the right people quickly and easily.

Trends in Recruiting Low-Skilled Personnel in 2025 - 2026

This year, the demand for mass and unskilled positions continues to be dominated by sectors such as:

• Warehousing and logistics
• Construction
• Manufacturing
• Transport and logistics
• Tourism, hospitality, and catering
• Cleaning services
• Agriculture and forestry

According to the Bulgarian Industrial Association (BIA), the number of advertised but unfilled positions for 2025 exceeds 300,000.

The Bulgarian Confederation of Employment reports that 78% of employers experience serious difficulties in filling their vacancies.

According to VibeJobs, the top 10 most sought-after professions include construction worker, machine operator, cook, various types of technicians, metalworker, and waiter-bartender.

Based on the experience of New Career consultants, candidates for low-skilled roles often struggle to find the right job offers and lack the ability to compare different employer propositions. At the same time, many companies fail to generate enough candidate interest and attract suitable applicants.

Key Challenges in Recruiting Workers and How to Solve Them

1. Candidates Don’t Have a CV

Problem: Over 65% of candidates for worker, warehouse, and support positions do not have a CV, or it hasn’t been updated in more than six months.
Solution: Provide an on-site application form or an automated questionnaire via chatbot to make it easier for candidates to apply and to collect the necessary information during the interview.

2. Candidates Have Questions

Problem: Over 78% of applicants do not fully understand the job requirements, location, or working conditions.
Solution: Give candidates the opportunity to ask questions, distribute printed job ads in advance, and provide automated answers to frequently asked questions.

3. Job Ads Are Too Long and Unclear

Problem: Overly long or unstructured job ads get lost among thousands of competing listings.
Solution: Create short, well-structured, and visually appealing announcements in the right channels. Use engaging visuals, clear design, and avoid clichés or unnecessary details.

4. Candidates Lack Digital Skills

Problem: Over 63% of suitable candidates cannot apply online due to limited digital or technical skills.
Solution: Allow applications via phone, where the recruiter conducts an initial screening and records all necessary information.

5. Managing a High Volume of Applications

Problem: Applications come from multiple channels (job platforms, social media, agencies), making processing and tracking difficult.
Solution: Assign a dedicated recruiter to focus on these roles. If you don’t have this resource, consider hiring a professional HR or recruitment agency to manage the campaign or outsource the process (RPO).
AI can be a useful assistant if it’s well-trained and receives structured data through a single channel. However, when applications come through various sources such as job platforms, social media, and phone calls AI alone cannot process them effectively.

6. Candidates Become Unavailable

Problem: After the initial contact, many candidates quickly become unreachable.
Solution: Get in touch immediately (within the same day) and clarify the next steps. Prepare a presentation of the job offer including details about salary, working hours, benefits, and bonuses and something extra to inspire them!

Facts About High-Volume Recruitment of Semi- and Low-Skilled Workers

• 94% of candidates use mobile devices to search for jobs.
• 70% have applied for a job at least once using a mobile device.
• 60% prefer using a mobile device over a desktop computer.
• 90% read and respond to text messages related to job applications (VibeJobs).

These numbers clearly show that direct communication and mobile-friendly application options are key when recruiting for high-volume positions.

Conclusion: Recruiting Low-Skilled Staff Requires a Professional Approach

Even for mass positions, attracting the right candidates requires a structured, efficient process, a professional approach, and the use of the right communication channels. With the right strategy, employers can increase candidate interest, speed up recruitment, and reduce the risk of unfilled vacancies.

Learn more about our solution for high-volume recruitment.