We will soon be emerging from lockdown, and while there may be a few more available candidates for your open roles, there is no getting around the fact you must effectively manage your money to recruit the highest-quality job applicants. Your organization can save considerable cash on recruitment costs by engaging in creative, outside-the-box thinking. We offer these 10 best practices below for finding the candidates your company desires without breaking your recruitment budget.
Sign up for LinkedIn’s recruiter services: It’s a paradox in human resources that the highest quality candidates are not always looking for a new job. When you use this LinkedIn tool, the platform helps you locate and connect with qualified candidates who would be most interested in hearing about your company’s current openings. It includes advanced search filters which enable you to better zero in on your ideal candidate and incorporates tools for managing and prioritizing candidates.
Recruitment training: Your company likely spends a lot of money and time training new employees. Putting the same effort into training those who hire these employees in the first place can reduce on-the-job training efforts and the time it takes for new employees to become as proficient as their peers with more seniority.
Use an applicant tracking system: Applicant tracking software (ATS) automates the recruitment process by posting job openings and tracking applications and resumes as they come into the system. Rather than spend hours reading resumes to only contact a handful of candidates, allow the software to sort resumes and select several possible candidates based on specific keywords. Once you contact an applicant for an interview, ATS tracks him or her throughout the process and assists you with scheduling needs.
Sign up for industry training: It’s a worthwhile investment for your company to pay someone considered an expert in your industry to give several training sessions on the type of employees who make the best fit for the space. This can be especially worthwhile if your business is part of a niche industry, it’s a new market or you are new to working in the industry yourself. Hiring a CEO for a Fortune 500 company, for example, would require far different recruitment methods than hiring your IT Team at a data startup. Deeply knowing your own industry is crucial to making a great hire.
Use the most up-to-date technology available: Investing in technology is one of those things that costs money upfront but saves you money over time. Video job interviews are just one example, now essential in quarantine. Rather than having to go back and forth scheduling with a client who lives outside of the area, consider video conversations instead. It can also be a useful tool for first-round screening interviews, even if you do not use it throughout the process.
Investing in multiple computers or a setup with the ability to keep multiple screens open can speed up the recruitment process, as can operating a phone system with multiple phone lines. This can help cut down on several rounds of frustrating phone tag with candidates, references, and others you need to contact during the hiring process.
NOTE: during this crisis, we are offering a free tech stack to our clients to help in the new recruiting dynamics we face in pandemic. Comment here, and we will get back to you quickly.
Talent branding: Your company has its own brand among current and former employees, whether you know or approve of it or not. If you’re not sure where your business stands in terms of talent branding, visit a website like Glassdoor.com or Indeed.com to learn how those who have worked for your company view it. Keep in mind, job candidates use these websites to learn more about the reality of working for your company just as you would research a potential employee’s qualifications. To improve your talent branding, make sure that you create realistic job postings, define your commitment to fair compensation and benefits, state the tangible and intangible benefits of working for your company, and create a uniform message that you want the public to know about your business.
Take advantage of social media: Creating social media pages for your company and giving one person or team the responsibility to update it regularly is important. Potential employees should see that the company cares enough to interact with those who visit its page. You might also consider paying to build inbound for your recruitment team. Facebook, Twitter, LinkedIn, and other top social media sites can be ideal places to find candidates who might not have thought to apply in the traditional way.
Create a team of recruiting partners: Sometimes recruitment tasks become so overwhelming that you need to consider outsourcing them. It’s important to establish several resources you can turn to when you need everything from a little extra help to someone to completely take over the process. By working with a trusted recruiting firm, you can turn it all over to them and focus on other tasks for the time being.
Provide a more attractive work environment: The last thing you want is to interview a candidate who appears highly promising and then have that person turn down the offer due to a poor working environment. If you’re concerned this could happen or it already has, take stock to see what needs an upgrade. It could be better lighting, larger desks and more workspace, changing the location of the department to something more centralized, and several upgrades to systems. Depending on the needs and budget of the hiring department, it’s important you help them prioritize initiatives around changes recruits find valuable.
Retained search: If you choose to work with a recruitment company, be sure to ask about retained search. This is a strategy that screens potential employees to determine those with the highest level of skills and personal attributes for the job. More useful than basic recruitment strategies, the search firm learns in-depth knowledge about the company and the roles it needs to fill. While general recruitment strategies may produce high-level job applicants, both employees and employers take greater notice knowing someone has paid a retainer for a job.
Responsible for a Recruiting Budget?
The above are just ten suggestions for lowering recruiting costs while increasing candidate quality at the same time. You can obtain additional information by working with a recruitment firm directly.
At Cerca Talent+, we employ all these strategies and more to ensure you meet and hire only the Top Tier Talent in your industry. We will tirelessly help you fulfill your recruiting goals by exceeding expectations every day. If you are interested in learning more, reach out to me, Scott Rivers, via email: srivers@cercatalent.com.Report this
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Helping clients build world class teams as a recruiting leader in Oncology, Genetics, Diagnostics and Life Sciences
We will soon be emerging from lockdown, and while there may be a few more available candidates for your open roles, there is no getting around the fact you must effectively manage your money to recruit the highest-quality job applicants. Your organization can save considerable cash on recruitment costs by engaging in creative, outside-the-box thinking. We offer these 10 best practices below for finding the candidates your company desires without breaking your recruitment budget. At Cerca Talent+, we find ways to serve you by exercising the disciplined, daily practice of finding the very best possible talent with whom you can develop the kind of great reputation that will lead your company to Exceed Expectations. If you are an enterprise looking to expand your team with professionals who are focused and know how to operate in the new economy, please reach out to Scott Rivers at srivers@cercatalent.com.
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