6 Tips to Recruit Top Talent on a Tiny Budget
Finding the right talent at the right time is never easy and if you’re operating on a shoestring budget, you’ll need some clever ways to recruit top talent. Large companies and fledgling startups alike simply can’t afford to break the bank in hiring new employees, but that doesn’t mean you have to settle. Instead, consider incorporating the six tips below to maximize your reach and bring in the talent your company needs, without going over budget.
1. Maximize Your Web Presence
Whether you’re aware of it or not, the internet is speaking volumes about your business. From your company website to your official social media accounts to the accounts and blogs of your employees, prospective recruits have access to a great deal of information about your company and its culture before they walk through the door. It’s critical that you use this to your advantage by making sure that your company’s web presence tells the right story. Use your company website and social media presence to share amusing anecdotes, praise valued employees and communicate the values that are important to your business.
2. Quality Over Quantity
It may be tempting to cast as wide a net as possible when you’re seeking new talent, but this approach presents several problems. A huge backlog of applicants makes it more likely that a great candidate may slip through the cracks. Focusing instead on targeting only highly qualified candidates allows you to maximize your use of resources, develop relationships with each applicant, and avoid making the wrong hire.
3. Use Technology To Your Advantage
Finding the right recruits can be messy and time-consuming, but there are plenty of emerging technologies available to streamline the process. AI for recruiting technology can automate much of the process, analyzing a tremendous volume of data to sort through potential recruits and identify those who are best suited to the job. Other software can help improve the language you use in your recruiting materials and tailor your approach to the specific kinds of candidates you’re seeking. By using recruiting technology, you can save hours each day that would have been devoted to reading and sorting through candidate applications. This time can now be better spent towards other priorities – like sitting down with the candidates themselves in an interview. Businesses that aren’t leveraging big data in their hiring process will quickly find themselves at a major disadvantage.
Stay ahead of the curve by employing every tool at your disposal.
4. Focus On The Interview To Recruit Top Talent
It’s critical that you put your best foot forward as a company, and the process begins as soon as the candidate arrives.
The best recruiters understand that an interview is an audition – not just for the candidate, but for the company as well.
To recruit top talent, make them feel welcome by playing the role of the host, offering a tour of the facility and providing an overview of the things that will be covered during the interview process. If possible, select someone with whom the recruit would be directly working to conduct at least a portion of the interview. A peer-conducted interview can give the candidate a better insight into the culture and day-to-day operations of the business, and candidates are more inclined to trust those who are on the same professional level.
5. Leverage Your Employees
Often your best resource when it comes to finding new employees is the employees currently on your payroll. In addition to the obvious advantage of saving time and money on recruiting, many studies have demonstrated that candidates who have been referred by an existing employee are more likely to accept a position, stay on for a longer period of time and have a higher level of job satisfaction. For this reason, an employee referral program is among the most cost-effective talent acquisition tactics available. Don’t be afraid to reach out to former employees who have recently departed or retired, either. Since they already understand the job and the company, they can be a valuable resource in identifying qualified candidates.
6. Offer Cost-Effective Benefits
Yes, backing up the Brink’s truck is a viable method for attracting quality recruits, but you need not have an unlimited budget to offer competitive benefits. Many candidates – particularly millennials and those with families – now name work-life balance among their most important considerations when choosing a job. With that in mind, offering flexible scheduling is a fantastic way to appeal to qualified candidates without costing a penny. Simple budget-friendly perks like food, gym memberships, even rewards cards for business expenses and travel, will go a long way towards helping you attract and retain top-notch employees.
Another excellent, low-cost way to make your benefits package more competitive is to offer free training, which prospective employees can use to gain new skills and open up opportunities for advancement.
The Future Of Recruiting
Businesses with tight budgets certainly have disadvantages over deep-pocketed companies, but hiring top talent doesn’t need to be one of them. With many candidates increasingly eschewing higher salaries in favor of more rewarding work environments and other low- or no-cost benefits, the ability to recruit top talent has become less about money and more about simply getting the right messages to the right candidates. By incorporating the tips above, you and your business can do that more effectively, efficiently and affordably than ever before.
Beth Kotz is a contributing writer to Credit.com. She specializes in covering financial advice for female entrepreneurs, college students and recent graduates. She earned a BA in Communications and Media from DePaul University in Chicago, Illinois, where she continues to live and work.
Latest posts by Kayla Kozan (see all)
- How To Balance Speed and Communication In Your Recruitment Process - October 12, 2017
- Guest Blog: 7 Steps To Making A Convincing Recruitment Video - September 25, 2017
- Guest Blog: 8 Tips For Keeping Candidates Interested In Your Job - September 22, 2017