Most recruitment marketing is a case study in mediocrity. Same stock photos. Same generic ‘people-first’ messaging. Same empty promises of ‘great culture’ and ‘career growth.’ If your recruitment marketing sounds like everyone else’s, don’t be shocked when it performs just as badly.
Here’s the truth: Candidates are smarter than your marketing. They can smell insincerity a mile off. If your EVP is nothing more than a Frankenstein’s monster of buzzwords, you’re not attracting talent—you’re repelling it.
Recruitment marketing fails because:
- It prioritises aesthetics over substance.
- It speaks to HR, not candidates.
- It confuses ‘having an EVP’ with actually delivering on it.
- It ignores what candidates really care about.
- It focuses on short-term vanity metrics instead of long-term brand building.
The fix? Drop the nonsense. Be real. Say something that actually matters. And for the love of god, stop using ‘dynamic and innovative’ in your job ads.
And here’s the kicker: recruitment marketing isn’t just fluff—it’s expensive fluff. Companies pour millions into campaigns that vanish faster than you can say ‘candidate experience.’ The solution isn’t more content; it’s better strategy. Understand your audience, build a compelling proposition, and communicate it with actual authenticity.
If you’re tired of running in circles, let’s talk. Real recruitment marketing starts with strategy, not slogans.
