Right now, the cost of recruitment is high. Very high, on average firms are spending $3,000 to $5,000 to attract the right employees. Getting this cost down is possible, but, you need to know where to start.
The first step is to reduce the time spent carrying out the individual tasks that make up the recruitment process. For example, your team needs to learn how to look up background checks as fast as possible.
If they are currently spending an hour visiting individual websites and writing to data providers to complete the requisite checks, you need to make a change. These days, for a very small fee, you can go online, key the person’s basic details into a form, click a button and get back all of the details you need instantly. It should take you around 15 minutes to carry out basic checks and capture the information, rather than hours.
So, periodically, sit down and go through each step of your recruitment process and ask yourself if they can be done faster. Sometimes the answer will be no. Other times the emergence of a new service or tech will mean you can get it done faster.
Eliminate unnecessary tasks
Occasionally, you will come across a step that is no longer necessary. Regulations and business needs change, so every now and again you can eliminate tasks from your workflow.
Re-work the order in which you do things
It is also worth reviewing the order in which each task is done. For example, instead of reading the whole resume, go to the qualifications page and check to see if they have what you need. If they don’t, reject them immediately. Most people already do this. It is fairly obvious that doing things this way will save you time. But, it is just an example of how you need to think in order to organize things so that you are not carrying out tasks too early in the recruitment process.
Make your recruitment process more effective
The other main way in which you can save money on recruitment is to attract more of the right kind of applicants. If you find yourself rejecting 50 or 70% of the resumes you look at immediately because the applicants are not suitable for the role there is likely an issue.
The chances are you are not being clear enough about the type of candidate you want, in your job posting. You need to write it in a way that will catch the eye of the kind of people you want to employ and put everyone else off.
Sometimes where you are listing your jobs is having an impact. For example, if you want IT professionals with experience listing on university job boards may not be the best idea. Whereas, paying an IT agency to list it for you probably will.
A lot of firms are having a great deal of success using surveys to narrow things down a bit. When a candidate clicks through to fill out the application a brief survey pops up. They are asked questions like do you have xyz qualification? How soon they can start work and what their salary expectations are. If their answers do not fit the criteria being looked for, they are politely advised not to continue with the application process. This simple change saves both you and potential applicants both time and hassle.
If you would like to learn more about reducing your recruitment costs you can do so by clicking here.