Hiring new employees can be quite costly, but with the following strategies in place, you can reduce hiring costs without compromising on the kind of candidates you hire.
1. Leverage social media
Using social media to provide insights into your day-to-day operations, your company’s culture and vision, and the kind of people that work for you can really help boost your recruitment strategy without costing a penny. This authenticity and transparency can increase the number of applicants. Plus, it can ensure that only those who share your values and are confident that they’ll fit into your culture apply for a job.
With social media, all you need to do is put in a little time to come up with the right campaign and messages and engage your followers.
2. Stay in touch with potential candidates
Sometimes, you might get multiple suitable candidates for a role. Instead of just wasting those contacts, we recommend building talent pools of individuals you can turn to when new positions open up later.
Pre-qualified applicants make the hiring process quicker, easier, and cost-efficient. A pre-qualified applicant also means you already know them enough, and with just a cheap criminal background check and a quick interview, you can have them on board.
Similarly, staying in touch with old employees who have left your company can also be a good source of future candidates. So, make sure you stay in touch with them—who knows, they might even want to come back if a new role opens up!
3. Use referrals
A referral scheme can really help a lot, especially in the long run, even though you’ll have to set aside a budget as a bonus for successful referrals. With a referral bonus in place, employees are highly likely to refer people they know who perfectly fit the job role as well as the organization’s culture. And since they fit well, they’re likely to work with you for a long time, too!
4. Let your employees advocate for you
Advocacy is a powerful tool and it can really boost your recruitment strategy. When looking for jobs, people ask friends, peers, or colleagues about the employer and the workplace. Job seekers turn to social media networks like LinkedIn to consult their connections and visit different workplace review sites like Glassdoor to learn more about a business.
So, if you’re sure that your workplace supports your employees and keeps them happy and satisfied, then you should encourage current employees to share their experiences on social media. This will attract more people.
5. Have an attractive, compelling, clear job post
In most cases, the job advertisement, whether on social media or on your website, will be the first interaction candidates have with your organization, making it one of the most important ones. This is why it’s important that your advertisement is error-free and very well-written—but the work doesn’t end there. It also needs to be search engine optimized and compelling, and it must list the job responsibilities and requirements very clearly.
At the same time, you should make sure that you only list genuine requirements—otherwise, you might discourage some great candidates from applying. Plus, make sure to highlight what’s important. For instance, if the role has flexible hours or allows the individual to work remotely, then make sure you mention that. This will increase the number as well as the types of applicants.
Conclusion
When devising your recruitment strategy, we recommend limiting the numbers and focusing on quality instead of quantity. Your recruitment strategy should help you find talented candidates that can really benefit your organization, even if it’s just a few individuals. Evaluating a larger pool of candidates will only result in more confusion, and of course, a higher cost.
