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Recruitment budget feeling the squeeze?

Reduce recruitment budgetIf you’re a business owner or hiring manager, the start of a new year can provide the ideal platform to re-focus resources, adopt new working practices and start to build a stronger, more effective team.

January is a busy time for candidate traffic, but with more businesses tasked with delivering more for less – finding ways to tap into the growing talent pool whilst keeping an eye on costs can be a difficult task.


Here, we’ve chosen to share with you our top suggestions to help you reduce your hiring costs:

1. Get help with copywriting your vacancy to start on the right foot

2. Share your latest vacancies within your company’s blog section

3. Avoid services that use a scatter-gun approach to recruitment – carefully select organisations that use a complementary set of resources (trust me; it will save you admin in the long run!)

4. Set up a company page on LinkedIn and list your jobs – for free

5. Post your latest vacancies within skill set specific groups on LinkedIn (e.g. .NET Developers)

6. Use the CV databases to target qualified candidates (after all, the passive pool now account for 90% of candidates relevant for your role)

7. Using Twitter, share your roles using relevant #tag phrases – such as #jobs, #sales etc

8. Contact interested candidates as soon as you can (they may be talking to a competitor and you may have to start the process of recruiting again)

2 thoughts on “Recruitment budget feeling the squeeze?

  1. Web Recruit on Reply

    Great points, Charlie, especially the killer questions.

    The nature of the market means employers are faced with an increase in applications – this level of self filtering will help the candidate (and in theory provide some form of feedback) – and should help speed up the filtering process.

  2. Charlie Atkinson on Reply

    Good advice. For those recruiters who find that they spread the net a little too wide, and have received lots of applications (quantity over quality), can I add a 9th suggestion?
    Use of a well designed but simple screening process can save you hours of sifting through CVs. Identify five or six killer questions that have yes/no answers (eg “Do you have a drivers license?”, “Do you have xyz qualification?”, “Are you willing to work weekends?”). Sorting through such structured responses is a better first pass than wading through CVs.
    Along with the killer questions, send applicants a realistic job profile (a “day-in-the-life” description). To the wrong person, the tough parts of the job will be seen as undesirable. To the right person they will be seen as a challenge. If you are reasonably honest about what the job will entail, it can save you a lot of time interviewing candidates who are not going to take the job anyway.
    Finally, some well chosen psychometric questionnaires can help to make sure that people are in the right ball park in terms of personality and ability. The results are a great check against your gut feeling (if psychometrics and gut feel match, then all is good. If they don’t you can explore a bit more in an interview to see which is right).

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