The hiring process can be just as long and tedious for the hirer as it is for those applying for the available positions. While finding the perfect fit for your workforce can’t happen with a simple snap of your fingers, there are helpful ways to respond to your hiring challenges—and believe it or not, marketing is at the top of the list.
So, before you run to Indeed, Glassdoor, LinkedIn, or any other job-posting platform, ask yourself: “How much time (if any) have I dedicated to creating strategic recruitment marketing efforts?” It could make all the difference in your hiring success.
TIP #1
Reframe your hiring challenges as marketing challenges. Recruitment is just as much of a marketing challenge as it is an HR challenge. If no worthy candidates are seeing your job posting, how are you supposed to confidently fill the open position?
tip #2
Ensure you are sharing a compelling job description. Read it out loud. Read it to a coworker. If you wouldn’t apply for the position based on the description, then there’s a good chance others won’t either.
While it’s important to include key information such as job responsibilities and qualifications, it doesn’t hurt to detail what makes your company unique and the best place to work. (Fun fact: At Devaney & Associates, we love to include in our job descriptions that we work in a historic mansion with its own resident ghost! Not only does this intrigue applicants, but it gives us something fun to talk about during interviews.)
tip #3
As we mentioned in Tip #1, getting eyes on your job posting is paramount, but it’s especially important to catch the attention of your ideal employees. Let’s say you’ve been posting non-stop on LinkedIn trying to fill a position at your company, but you haven’t been wowed by any of the applications. Have you considered that you may not be posting in the right places? We suggest taking time to truly analyze your target recruits and the media places where they hang out—and then post accordingly and see what happens.
tip #4
Make your “Apply Now” call to action as prominent as possible on your website. If you’re directing applicants away from a specific job-posting platform and toward your website, then it needs to be clear to them how to start the application process. If someone has to go digging around your site to find your hiring information, they’re most likely going to get frustrated and seek out other (more easily accessible) opportunities.
Explore Recruitment Marketing in Action for the Maryland School for the Blind
In 2024, the Maryland School for the Blind (MSB) contacted our team for recruitment marketing insight and support. They needed to fill multiple positions to ensure the very best educational journeys for students of all abilities who are blind or have low vision.
From August – September 2024 and May – July 2025, we ran two recruitment social media campaigns in hopes of boosting applications for available roles at MSB. The first campaign in 2024, which was a general recruiting campaign informing people that MSB was hiring, had a click-through-rate (CTR) of 0.85%.
When the time came to run the second campaign in 2025, we determined it would be best to shift from a general recruiting focus and instead run a variety of ads promoting different jobs to different audiences. Ads promoted positions for teachers for students with visual impairments; orientation and mobility specialists; special education teachers; and physical and occupational therapists. The 2025 campaign highlights included:
- An overall CTR of 1.57% and a unique CTR of 3.18% (bringing the CTR over 2% for both flights).
- Over 100,000 impressions for the special education teachers ad in July 2025.
- An overall total of 10,249 people clicked on the link in the ad, and 5,457 people stayed on the landing page once they got there.
Need to enhance your hiring efforts? Our marketing experts are here to lend a helping hand to find the most impeccable people to fill your open positions.