It’s 2025. With the development of flexible working, how you attract top candidates is also changing.
So what makes them choose you?
Spoiler: It’s not just salary.
When flexibility is standard and the job market is global, employer branding becomes your strongest competitive edge.
If you want to consistently attract quality talent, you need more than a great job ad – you need a reputation that speaks for itself.
Let’s unpack why employer branding is your recruitment power move right now – and how to get it right.
What Is Employer Branding (And Why Should You Care)?
Your employer brand is how current and potential employees perceive your company (think how you’d like the brand to be talked about when you’re not in the room).
It’s the vibe, the values, the voice – and it lives in your job ads, your onboarding, your Glassdoor reviews, your LinkedIn presence, and the stories your employees tell.
And here’s the kicker: whether you shape it or not, you already have one.
So, the question is: are you actively using your employer brand to attract quality talent, or is it quietly repelling them?
The Remote-First Shift Has Changed Everything
In the remote-first market, geography is no longer a hiring barrier – but that also means:
- You’re no longer just competing with local businesses for talent
- Candidates can afford to be more selective
- Culture and purpose are taking centre stage
When everything feels equal, employer branding and EVP is how you stand out.
Find our Top 6 Tips for Building a Strong Employer Brand
The Impact of a Strong Employer Brand
Let’s look at the facts:
✅ Companies with strong employer branding attract 50% more qualified applicants
✅ They reduce cost-per-hire by up to 43%
✅ They see faster acceptance rates and lower employee turnover
*Source: https://vouchfor.com/blog/employer-brand-statistics
Why? Because quality talent doesn’t just want a job.
They want:
- Alignment with their values
- Growth opportunities
- Flexibility and trust
- A team they’re proud to join – Your employees should feel proud to mention where they work – whether at a BBQ or networking event – as this kind of authentic advocacy often leads to valuable referrals, one of the most cost-effective recruitment strategies.
If you’re not communicating these things clearly, you’re missing out on the candidates who could take your business to the next level.
How to Strengthen Your Employer Brand (Without Hiring a PR Agency)
1. Showcase Your Culture Authentically
Candidates can sniff out staged smiles a mile away. One of the biggest drivers of turnover is when candidates are sold an overly aspirational version of the role, only to discover the reality doesn’t match.
Being honest about any gaps (like lacking clear systems or procedures) can actually attract candidates who are energised by the challenge of creating structure, rather than those expecting it from day one.
Instead of trying to look “perfect,” focus on being real:
- Share behind-the-scenes content on LinkedIn
- Feature employee stories (not just the C-suite)
- Talk about challenges you’re solving – not just wins
2. Optimise Every Touchpoint
From job ads to interview emails, your tone matters.
- Ditch the jargon and speak human
- Align your careers page with your company values
- Treat the hiring process like onboarding – because first impressions last
3. Invest in Your Team Experience
Your internal culture is your employer brand. If you’re promising “work-life balance” but your team is drowning in back-to-back Zoom calls… the word gets out.
Happy employees = strong referrals = more quality talent knocking at your door.
4. Work With Recruiters Who Understand Your Brand
Not all recruiters are created equal. Some send CVs. The best recruiters are those who truly understand both the pros and cons of a role – because when they do, they can authentically sell your story and ensure candidates walk in with clear, realistic expectations.
On TalentVine, you can handpick recruiters who get your company and represent it to the right candidates. By choosing recruiters who offer longer replacement guarantees (which you have visibility on through TalentVine), you’re partnering with professionals who are genuinely invested in finding the right fit from the start.
After all, it’s in their best interest to get it right the first time, so they’re not replacing hires at their own expense.
Read our blog on: How Recruitment Agencies Can Boost Your Employer Brand
Final Thoughts
The war for talent hasn’t gone away – it’s just evolved. In 2025, the companies that win will be the ones who:
- Know who they are
- Communicate it well
- Deliver on their promises
- Partner with the right people to spread the message
💡 Whether you’re a fast-growing scale-up or a large enterprise, now’s the time to double down on your employer branding – because it’s how you attract and retain the quality talent you actually want.
👉 Post your role on TalentVine today and get matched with recruiters who champion your brand – and bring you better-fit candidates, faster.
More insights: Check out our thoughts on what the future of recruitment might look like.
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3. Pitch with ROI in Mind
When submitting a proposal on TalentVine, don’t just lead with your fee – lead with your value.
Example:
“While my fee is 15%, my average placement retention rate is 18+ months – significantly reducing rehiring costs.”
Clients aren’t always after the cheapest recruiter. They’re after the smartest spend.
4. Use Reviews as ROI Proof
A five-star review is nice.
A review that says, “They saved us from a bad hire and filled the role in half the usual time”?
Way better.
If you’re new to a platform like TalentVine and don’t have existing ratings, it might be hard to build trust.
If you’re newer to the platform and bidding to work with an employer who doesn’t know you yet, consider reaching out to past clients for a quick review or testimonial.
It provides powerful social proof that you deliver on your hiring promises. If you don’t have any previous clients willing to vouch for you yet, that’s okay – but just know it might be tougher to compete against those who do.
So start building those references now – it’ll pay off in the long run.
When you request a review through TalentVine, prompt your client to comment on:
- Time saved
- Quality of candidates
- Process efficiency
These become powerful trust signals to future clients evaluating recruitment ROI.
5. Build Beyond One-Off Wins
Once you’ve placed a great hire – don’t disappear. A strong recruiter-client relationship doesn’t end when the contract’s signed.
Keep the relationship warm with regular check-ins or quick catch-ups. These conversations aren’t about selling – they’re about staying connected, supporting hiring managers, and being a trusted partner they actually want to keep working with.
Think about:
- Scheduling a quarterly recruitment check-in
- Helping benchmark future hires
- Offering insights to support other teams or departments
Remember, this isn’t just about winning new business. If a client feels like you’ve ghosted them post-placement, it can damage trust – and in some cases, they may even request to exclude you from TalentVine altogether. You’re not just a transactional recruiter – you’re a strategic partner.
So show up like one, consistently.
6. Make Your TalentVine Profile ROI-Focused
Update your profile to reflect value, not just credentials.
Swap:
“10 years of recruitment experience”
For:
“Helped clients reduce cost-per-hire by 30% across 20+ technical roles in the last 12 months.”
Recruitment ROI = results + how you communicate them.
7. Don’t Sleep on Your Own Website
It sounds obvious, but you’d be surprised how often it’s overlooked.
Your website is often the first place a client will check after viewing your TalentVine profile or receiving a candidate submission.
Make sure it’s optimised, up to date, and relevant to the roles you’re trying to win.
If you’re bidding for tech roles, your site should reflect your experience in tech recruitment. If you’re going after executive search gigs, your branding and content should speak to that calibre.
Think of your website as your digital shopfront – if it doesn’t match what you’re selling, you might be losing trust before the conversation even starts.
ROI Is Your Differentiator
In a tough market, clients are asking, “What am I really getting for this fee?”
Your answer?
- Stronger hires
- Faster results
- Reduced risk
- Specialist knowledge
- A relationship focused on long term success
And TalentVine is the platform to measure, communicate and scale that ROI.
Ready to win on value, not just price?
Update your TalentVine profile and start pitching with ROI today.
Do you have a recruitment question?
Call or email our friendly customer service team to get an answer to your recruitment questions.
Do you have a recruitment question?
Call or email our friendly customer service team to get an answer to your recruitment questions.
