4 Tips to Help Charities Reduce Their Hiring Costs
Charities and not-for-profit organisations within the UK have lost more than £3.8 billion in government grants over the past 10 years.
As such, HR departments within charities are under a great deal of pressure to reduce the cost of their recruitment, while still attracting high quality candidates.
This means that teams are often stretched and don’t always have the time and budget to recruit as effectively as they’d like to; with over 160,000 different charitable organisations in the UK, naturally this presents a big challenge.
We’ve put together our top four tips to help organisations to reduce their recruitment spend while not compromising on application quality:
1. Focus on using the most appropriate advertising sources
With a limited budget to spend, it’s never been more important for charities to select the correct job boards and other recruitment advertising sources. However, tracking this information isn’t always easy and, when attempting to do it manually, can be inaccurate and time consuming.
By using an applicant tracking system (ATS), such as Webrecruit’s Fusion, you can easily track the source of each application you receive. This will allow you to closely monitor which job boards are performing – and which aren’t.
You can use this insight to make more informed and cost-effective recruitment advertising decisions. After all, there’s no point in ploughing your budget into job boards that simply aren’t delivering you with quality candidates.
2. Streamline your internal recruitment process
Many charities and not-for-profit organisations are inundated with administration and excess paperwork, and often rely on outdated processes to help them hire. These processes can impact the productivity of your team, who could be using this extra time to tackle more pressing tasks.
Using an applicant tracking system can really help to streamline your processes by centralising your recruitment. Candidates are managed within one system that can be accessed by all HR users and hiring managers, ensuring that you’re on the same page when it comes to recruiting staff.
Using an ATS is a great way of reducing paperwork, cutting out unnecessary processes and making sure that certain aspects of your recruitment aren’t held up. This means that your team can utilise their time more effectively.
3. Make sure that your job adverts are as effective as possible
Writing an appealing job advert is one of the most important aspects of your recruitment advertising campaign. Attracting the right candidates is crucial for charities; after all, these are the people who will be responsible for raising awareness of your cause and making sure that your brand is well represented.
Getting your job advert right will ensure that you reach your desired audience and increase your chance of making a successful hire. This will save you the cost of having to re-advertise your vacancy and will ultimately reduce your overall time to hire.
If you’re struggling to put together a job advert, we’d recommend thinking about jobseekers’ motivations and reasons for wanting to work in the charity sector. Using these as the basis for your advert will increase your chances of finding someone who’s passionate about your cause.
(Check out our popular blog, ‘How Do You Make Your Job Advert Stand Out From the Crowd?’ for more job advert tips).