Changes in Digital Marketing Recruitment- Cover Letters Are Dead. So Are Job Boards. (And Honestly, That Hurts My Writer’s Soul):

Why Digital Marketing Recruitment in 2025 Requires a Different Approach

I spent the better part of a decade studying writing. I write to relax. I care about language, structure, and the art of crafting a compelling cover letter. So it genuinely hurts to say this: cover letters are dead. And while we’re at it—so are job boards.

What used to be thoughtful, intentional steps in the hiring process have become automated and empty. Platforms like LinkedIn make it easy for job seekers to apply to dozens of roles with one click, often without reading the job description. The result? A surge of low-effort, low-intent applications that bog down employers and frustrate hiring teams.

Meanwhile, sites like Indeed have become overrun with outdated listings and stale resumes. Employers pay for visibility and still end up sifting through a stack of irrelevant submissions. It’s not working—for anyone.

The Shift: From Posting to Marketing

Here’s the reality… the best candidates aren’t sitting on job boards anymore. They’re working and secretly wishing for something else. They’re exploring new ideas. They’re watching videos, checking Instagram, and deciding which companies align with their values.

Digital marketing recruitment in 2025 isn’t just about announcing an open position—it’s about storytelling, targeting, and relationship-building. In short, it’s marketing.

What That Looks Like in Practice

1. Culture Over Claims
Saying your company is a “great place to work” isn’t enough. Show what that means. Capture everyday moments in the workplace. Share real employee voices. Highlight values in action—not just in bullet points.

2. Meet People Where They Are
Depending on your industry and audience, that might mean creating Reels or TikToks, running video ads on YouTube or streaming services, or sharing carousel posts on Instagram. Think less like human resources and more like a human being.

3. Build for Conversion
Instead of sending people to a generic careers page, develop strong digital marketing recruitment by using job-specific landing pages that explain the role, reflect your brand, and make it easy to take the next step. You’ll score extra bonus points if it doesn’t require logging into yet another applicant tracking system.

4. Go Beyond the Job Description
Think in campaigns. Tell stories, share testimonials, and show visuals to bring your opportunity to life. Not just what the job is—but why it matters, who they’ll work with, and what kind of life they can build if they join you.

5. Keep It Always On
Don’t wait for a critical opening to start recruiting. The most effective digital marketing recruitment teams build awareness and interest year-round, so when the right person is ready to move, they already know who you are.

Why This Matters

Hiring is hard—and not because there’s a shortage of talent. It’s hard because the way we reach people hasn’t kept up with how people actually live, scroll, and make decisions. The companies winning at recruitment in 2025 aren’t waiting for talent to come to them. They’re out telling their story in meaningful ways—consistently and intentionally.

It’s not about replacing recruiters with marketers. It’s about giving recruiters the tools of marketers so they can reach the right people, with the right message, in the right moment.