Written by Recruiting new staff is a costly outlay for any firm, and the costs of actually advertising for the vacancies is just a small part, so it is important that a business does this in the most effectual way possible.
Of course one of the chief reasons for recruiting, apart from growth, is that a member of your team has decided to leave. Clearly one of the best ways to avoid recruitment costs altogether is to keep staff turnover down to a minimum. Earnings is not the best way to attain this, despite popular beliefs, it is much better to invest in a healthy and effective continuous professional development policy for staff, allow progression wherever possible and ensure that staff feel appreciated. Team building events and investing in staff development will really make a difference here in a way that pay increases rarely do. Another way to keep hold of staff is to be flexible in your rules. Allowing part time working, flexi time and unpaid leave can all help to hold on to a important staff member who is struggling with other commitments. It may also be possible to let some staff Work From Home depending on their role and this is becoming easier with the enhancement of technology.
Of course you will never be able to eradicate the need for recruitment altogether, particularly if your business is expanding and developing in new areas. So keeping the costs of that recruitment down is critical. Plan your recruitment strategy well, make sure that all areas of the business are consulted to establish the whole organization’s recruitment requests and address them all in one go. Having one drive is far more cost effective than many smaller campaigns. You will get a better price from a recruitment consultant if they are assisting you on one big campaign and opt for one who has a strong Internet Business as they are likely to be more cost effective than a smaller, high street firm.
There is also the option to promote your vacancies yourself. You can do this on the internet on one of the many Online Jobs sites and you can of course opt for the more old fashioned approach of a newspaper advert. Often a direct campaign online works very well if it is viewed by people looking for employment as they are pleased to see the actual employer visible. So many jobs these days are put on recruitment consultants sites and the job seeker has trouble evaluating the role without spending a lot of time with the company. It sometimes seems that there are “generic” jobs on these sites just there to ensure the job seeker makes contact with the recruitment consultant. So as long as you can ensure that your online advert is visible to people searching for a new role it can often be a very productive way of recruiting.
The final point is to make sure the right choice in personnel is made. An individual who is over qualified for a job, or who has ambitions that cannot be satisfied within your business will be an expensive choice. While they may do a great job initially they will probably move on to another company as soon as it suits them, leaving you with the whole procedure to face again.
