Recruitment is a big part of what HR teams do, but it’s no secret that it can be both challenging and expensive. According to the Society for Human Resource Management (SHRM), replacing an employee can cost a company anywhere from six to nine months of their salary. For highly trained positions, research shows that number can climb to as much as 213% of their salary! No matter your company’s size or industry, that’s a serious expense.

The good news? A brand-savvy HR team can help bring these costs down. By addressing the key concerns of potential employees and attracting top-tier candidates who are a great fit, they can save valuable time and money in the recruitment and onboarding process.

One of the biggest obstacles for job seekers, according to LinkedIn’s employer branding research, is not knowing what it’s like to work at a company before applying. Candidates are three times more likely to trust what current employees say about an organization over the company itself. Plus, 75% of job seekers evaluate an employer’s brand before deciding to apply, with over half checking out the company’s website and social media to learn more.

By tapping into these insights and building a strong employer brand, HR teams can turn recruitment from a costly challenge into a more streamlined and effective process.

How brand-savvy HR professionals can lower the cost of talent acquisition

Unlike traditional HR roles focused on administrative tasks, brand-savvy HR professionals combine HR expertise with branding skills like marketing, storytelling, and people engagement. They use this blend to drive better ROI on HR investments and make a real impact on their company’s bottom line. These HR teams know when to handle branding efforts internally and when to collaborate with their branding teams—a synergy I like to call “Bhranding” (Branding + HR).

One of the most effective ways brand-savvy HR teams cut recruitment costs is by applying the same engagement strategies marketers use—not to attract customers, but to create a workplace culture where employees feel excited and invested in their work. This kind of engaged culture becomes the foundation of a strong employer brand, naturally drawing top talent in the industry to the organization.

And the benefits are undeniable. The same LinkedIn research shows that a solid employer brand can reduce turnover by 28%, cut hiring costs by 50%, and attract 50% more qualified candidates. Even better, it can halve the time it takes to fill positions, saving countless hours of work. All of these improvements add up, translating into significant time and cost savings—potentially millions for larger companies.

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