Recruitment is expensive. Full stop. But you know what's really painful? Expensive and no results. Vacancies that are open for months. Candidates that don't fit at all. Or – the low point – that one job post where only your colleague responds. With one like. Out of pity. The result? No candidates. No business. No revenue. And certainly no confidence from the hiring managers. While you continue to invest. In this blog, we delve into the creeping damage of not using recruitment marketing. And we give you concrete tips to actually fill your vacancies without blowing your budget.
What does an open vacancy really cost you?
An open vacancy is like a leak in your roof: it starts small, but meanwhile, everything seeps away. Your revenue declines because simply less work is being done. Colleagues work overtime to fill the gap, leading to frustration, burnout, and turnover. And while you're still searching, your competitor has already hired your ideal candidate.
Moreover, a long-standing vacancy brings significant costs. According to Artra, a vacancy that remains open for two months can quickly cost 30% of an average annual salary (Artra, 2023). Not only due to missed productivity and revenue but also because of increased workload on other employees, which can lead to absenteeism and turnover.
Sound familiar? Maybe your vacancies have also been open for months. You regularly hear: “We only receive unsuitable applications.” Hiring managers become frustrated. Your careers page? It hasn’t been updated in over a year. It’s time for action.
The problem is not (always) the job market
Of course, the market is tight. But before you point to 'the market', take a look in the mirror. Many job descriptions read like an instruction manual. There is no connection, no enthusiasm, no applications. They mainly describe what someone needs to do – but not why the work matters, what makes the team special, or what a working day looks like.
Often the wrong channels are used. While IT consultants, for example, are more likely to search via LinkedIn or niche platforms, many companies continue to rely on general job boards. And if your careers page is boring, outdated, or hard to find? Candidates will just as easily move on.
This is how you avoid these costs (and do attract the right candidates)
You can keep mopping with the tap open... or you can shut it off. Recruitment marketing isn’t a luxury; it’s the smartest way to attract good people faster, better, and cheaper. The good news? You can use recruitment marketing effectively without throwing tons of money down the drain. Consider:
- Work on your employer brand: A strong employer brand is crucial. Make sure candidates know why they should work for you. An employer brand is not a nice-to-have but a must-have. Why do people work at your company? And not because of ‘a nice party’ or ‘a culture’– but what kind of answers do you get when you dig deeper?
- Write better job descriptions: Vacancies with a clear salary indication attract 51% more candidates (Artra, 2024). Another common mistake: lots of telling, little imagining. What triggers the candidate? Instead of 'What are we looking for?', tell stories that show what the role really means for your organisation and clients.
- Use the right channels: Think beyond just job boards. Using platforms like LinkedIn, Facebook, and Instagram can increase the reach and effectiveness of your recruitment efforts
- Ensure a smooth candidate experience: Candidates often drop out due to a lengthy application process or an unclear next step. Companies with a quick, transparent application process see fewer dropouts between application and job offer.
Mirror mirror on the wall...
Are you the best employer in the land? Show it through recruitment marketing. Take the mini-scan:
- Is your unique value proposition (employer value proposition) clearly on your careers page?
- Is the candidate journey completed within 5 clicks?
- Do you receive at least 5 suitable applications per vacancy within 4 weeks?
- Do candidates recognise themselves in your tone of voice and visual style?
Curious about where your opportunities lie? Contact us here to discuss the possibilities!
