Hiring is getting more expensive. And not just by a little.
Across almost every sector, we’ve seen cost per hire (CPH) creep up. Rising media costs, tougher competition on job boards, changing candidate behaviour and campaigns that don’t get the early attention they need are all playing their part.
If your team is feeling the squeeze, you are definitely not alone.
The good news?
It’s fixable. And you don’t necessarily need more budget to turn it around.
You just need to use the budget you have more strategically.
Why is cost per hire increasing?
It’s rarely down to one reason, but we often see the same culprits:
- Platform inflation: Prices increase but results stay the same.
- One-size-fits-all strategy: Blanket posting without role or location-level insight.
- Ad fatigue: The same templates, recycled so often they stop resonating.
- Wasted spend: Budgets tied up in platforms or locations that simply aren’t delivering.
The tricky bit?
These inefficiencies usually stay hidden until a quarterly review, by which point they’ve already cost time, money and strong candidates.
Where Artfully fits in
This is exactly the kind of challenge we solve.
We work with in-house teams and staffing agencies to cut waste, optimise campaigns and get measurable results.
When CER came to us, teacher recruitment was costing over £1,000 per placement. By shifting spend into a targeted Featured Employer campaign and optimising in real time, we cut that cost to £409 and increased teacher placements by over 400 percent in just 2 months.
The same principles can work for any sector. Which brings us to…
Five ways to bring your CPH back under control
- Get forensic about your data
Where are your best hires really coming from? Clicks are useful. Applications are good. But placements tell the real story. Break results down by role, location and platform. You might find that what works in care does nothing for logistics. That insight lets you reallocate spend from high-cost, low-return channels to the ones that are actually delivering. - Optimise early and often
Most job ads get their best traction in the first 48-72 hours. That is your moment to improve them, not to sit back.
Track daily:
- Views vs applications
- Quality of early applicants
- Drop-offs during the apply process
If something is off, tweak it straight away. Early data is the most valuable data you will get.
- Sharpen your job ads
The best candidates scroll past ads that are vague or stuffed with generic jargon. Strong ads are simple:
- A human headline
- A hook in the first two lines
- Clear, specific benefits
- No endless lists of responsibilities
Better ads attract better applicants, which naturally lowers your CPH.
- Reallocate before you repost
If an ad is slow, resist the urge to take it down immediately. First, try:
- Adjusting the copy
- Refining the targeting
- Shifting the spend
- Giving it time to breathe
Reposting too early can hurt visibility, reset platform momentum and make tracking harder.
- Set clear benchmarks
Before you hit publish, decide what success will look like. How many applications do you need? What’s the maximum CPA you will accept? Which platforms will get the most budget? Clear goals mean you can spot problems and adjust early, instead of scrambling at month-end.
The takeaway
Lowering cost per hire is not about cutting corners.
It’s about spending with intention, getting clarity on what’s working, and improving what isn’t while the campaign is still running.
At Artfully, we help you see exactly where your budget is going, how to make it work harder, and where you can cut waste without losing results.
If you want a fresh set of eyes on your campaigns, or a smarter way to manage job board spend, we are here to help. And we don’t charge for our support.
