Originally published 5/25/2021; updated 6/20/2025.
Hiring the right employee is more challenging—and costly—than ever in today’s competitive market. Did you know that the cost of hiring a new employee can range from $4,000 to $7,650? On top of that, it takes an average of 40 to 52 days to fill a single position when managing job postings internally.
But that’s not all. Hiring the wrong person can hurt your business even more, with the average cost of a bad hire reaching nearly $15,000. These numbers make one thing clear: getting the hiring process right is critical to your company’s success.
Unfortunately, the traditional methods of recruitment aren’t as effective as they once were. Simply posting an ad on job boards like Indeed isn’t enough to attract the best talent—though it’s still an essential piece of the puzzle. In today’s market, standing out to top candidates is all about building your employer brand.
So, how can you adapt to these changes and successfully find top talent? In this blog, we’ll share actionable tips to improve your hiring process, enhance your brand, and attract the right employees for your team.
Job Placement
When you place an ad for your open job position, you are communicating what makes your brand different. Who your brand is, what it stands for, etc. Remember, recruitment for new employees is marketing. You are, in essence, “selling” your business, your brand, the open position to potential candidates. Once you have your job posting ready, consider getting the word out by posting it on the following locations:
- Job Boards: Many are free to use after opening an account, including platforms like Indeed, LinkedIn, and ZipRecruiter. Check out colleges and universities in your area as well.
- Social Media: Get the word out that you are ready to hire and have open positions. You can even have your current employees share your postings with their social network.
- Referrals: Offer current employees incentives for telling people about open jobs within the business. This can be a bonus, cash reward, extra PTO time, paid lunch, company swag, or something similar.
- Candidate Database: This is a prescreened list of potential candidates for your open position.
- Events: Don’t forget about career days, job fairs, and the like. These are ways you can get in front of real people and let them get to know you as a brand. This is also a good way to get to know potential hires off paper and in person.
Stats About Job Placement
The most important factor about job placement ads isn’t about WHERE you place the ads per se but instead HOW you place said ads. To better understand the vast importance of the how, consider the following applicable statistics:
- More people apply to mobile-friendly job applications by nearly 11.6% when compared to others who aren’t mobile-friendly or are not advertised as such according to Glassdoor.
- Some 51% of job seekers say they are more attracted to a company that posts job listing using visual elements like videos, images or both according to Software advice.
- Some 35% of all applicants prefer applying to potential jobs via their phones according to Glassdoor.
Employer Branding
We touched on this earlier, but it’s such a critical point that it deserves extra attention: positioning yourself as the employer of choice is essential. A big part of this is building a strong, visible brand that attracts top talent. Think about what makes your company stand out and why someone would want to work for you over another business. Defining who you are as a brand—and making that identity visible—is key to attracting quality employees.
Where to brand
Your brand should be reflected everywhere, from your social media presence, blogs, and careers page to your employee benefits packages. Use these platforms to clearly communicate your company values and showcase what makes your workplace unique. Actively engaging on social media, maintaining a strong website, and writing blogs that reflect your mission and culture can help candidates see your company as a great place to work.
how to brand
Don’t forget to include employee benefits in your branding. Highlight not only traditional benefits but also non-traditional perks that show you care about your team’s well-being and growth. Additionally, reviews or testimonials from current employees can be a powerful way to show potential hires what it’s really like to work for your company. A visible, authentic, and well-aligned brand can make all the difference in attracting the right talent.
Once you consider the above elements and what your brand offers within each category, spread the word. Tell potential candidates everything you can about all the benefits you offer, employee packages, etc., and do so through your career pages, social media presence and blog posts.
Bottom Line: Recruitment Can Help You in Many Ways
Not only can high-quality recruitment help you obtain new employees, it can also help you retain your current ones and keep them happy. Build smarter recruitment campaigns with one powerful platform. Connect with TPC today to learn more.
