Stop Chasing Applicant Volume—Start Earning Fit
Why employer branding beats a bigger funnel every time
“How do we get more applicants?” If I had a dollar for every time a TA or HR leader asked me that, I’d have retired on a beach by now.
But here’s the truth: You’re asking the wrong question.
The real question is, “How do we get the right applicants?”
Most talent acquisition or employer branding teams are still polishing the top of the funnel—impressions, clicks, application counts—like it’s 2015. But what good is a flood of resumes if only a trickle fits your culture, mission, or skill needs? Every mismatched applicant burns recruiter time, hiring-manager patience, and, yes, budget.
The issue isn’t traffic. It’s messaging.
Enter Employer Branding
Employer branding is how you show (not tell) the world who you are and why the right people should want in. It’s not about Instagram-worthy perks or purple-squirrel job ads.
Culture > Clicks
Mission > Mass appeal
Authenticity > Polish
Here's the crucial point: employer branding is always-on. You don’t fire it up only when roles open. It’s your silent recruiter during slowdowns and your megaphone when hiring heats up again.
Four Things Happen When You Nail It
You stop swimming in the resume sea
Generic promises lure generic candidates. A clear, authentic brand magnetizes people who already believe in your story.
Candidates opt in (instead of needing to be sold)
The right prospects arrive pre-qualified by values and purpose, not just keywords.
Recruiters spend less time convincing, more time closing
Screening cuts in half. Interviews get sharper. Hiring managers wonder why it suddenly feels easy.
ROI per hire skyrockets
Better fits stay longer, perform better, and save you the churn cost that kills budgets and morale.
The Takeaway
If you’re still optimizing for more instead of right, you’re playing yesterday’s game. Future-proof your talent strategy by telling a sharper story—one that lets great people see themselves in it before they ever click “Apply.”
