The Hidden Costs of Skipping Recruitment Marketing

The Hidden Costs of Skipping Recruitment Marketing
(And how to stop your budget and candidates from slipping through your fingers)

Recruitment is expensive. Period.
But you know what’s even worse? Expensive and no results. Job openings that stay vacant for months. Candidates who totally don’t fit the bill. Or – the lowest point – that one job post that only your coworker likes. Out of pity.
The result? No candidates. No business. No revenue. And definitely no trust from your hiring managers.
Meanwhile, you're still investing.

In this blog, we dive into the creeping damage of not using recruitment marketing – and give you practical tips to actually fill your vacancies without draining your budget.

What does an open vacancy really cost you?

A vacancy that stays open too long is like a leak in your roof: it starts small, but meanwhile, everything’s slowly slipping away. Your revenue drops because there’s simply less work getting done. Coworkers are doing overtime to fill the gap, which leads to frustration, burnout, and turnover.
And while you're still looking, your competitor has already snapped up your ideal candidate.

On top of that, a long-standing vacancy brings serious costs. According to Artra, a vacancy open for just two months can already cost up to 30% of an average annual salary (Artra, 2023). Not just due to lost productivity and revenue, but also because of the added pressure on other employees – which can lead to absenteeism and staff turnover.

Sound familiar? Maybe your vacancies have been open for months too. You keep hearing:
“We’re only getting unqualified applicants.”
Hiring managers are getting frustrated.
Your careers page? It hasn’t been updated in over a year.
It’s time for action.

The problem isn’t (always) the job market

Sure, the market is tight.
But before pointing fingers at “the market,” take a look in the mirror.

Many job descriptions read like an instruction manual. No connection. No spark. No applications. They focus only on what someone has to do – but not why the job matters, what makes the team unique, or what a typical day looks like.

And often, the wrong channels are used. While IT consultants, for example, are more likely to search via LinkedIn or niche platforms, many companies still rely solely on generic job boards.
And if your careers page is boring, outdated, or hard to find? Candidates will just keep scrolling.

How to avoid these costs (and attract the right candidates)

You can keep mopping the floor while the tap’s running… or you can turn it off.
Recruitment marketing isn’t a luxury; it’s the smartest way to hire better, faster, and cheaper.

The good news? You can use recruitment marketing strategically without blowing your budget.

Think about:

• Work on your employer brand: A strong employer brand is key. Make sure candidates know why they should work for you. It’s not a nice-to-have, it’s a must-have. Why do people really work at your company? Not just “fun parties” or “a great culture” – but what answers do you get when you dig deeper?
• Write better job postings: Vacancies with clear salary information attract 51% more candidates (Artra, 2024). A common mistake: too much information, too little imagination. What actually triggers the candidate? Instead of “What are we looking for?”, tell stories that show what the role really means for your company and clients.
• Use the right channels: Think beyond just job boards. Platforms like LinkedIn, Facebook, and Instagram can dramatically increase the reach and impact of your hiring efforts.
• Ensure a smooth candidate experience: Candidates often drop out because the application process is too long or unclear. Companies with a quick, transparent hiring process see fewer dropouts between application and contract stage.

Mirror, mirror on the wall...

Are you the best employer of them all?
Prove it – with recruitment marketing.

Take the mini-scan:

• Is your unique selling point (employer value proposition) clearly stated on your careers page?
• Can a candidate complete the journey in under 5 clicks?
• Do you receive at least 5 relevant applications per vacancy within 4 weeks?
• Do candidates recognize themselves in your tone-of-voice and visual branding?

Curious where your opportunities lie?
Get in touch with us – no strings attached – to explore the possibilities!