Taking on new staff is an expensive outlay for any company, and the costs of actually advertising for the roles is just a small part, so it is critical that a business does this in the most efficient way possible.
Of course one of the key reasons for recruiting, apart from expansion, is that a member of your team has handed in their notice. Evidently one of the best ways to shun recruitment costs altogether is to keep staff turnover down to a minimum. Pay is not the best way to achieve this, despite popular opinion, it is much better to invest in a robust and effective continuous professional development policy for staff, allow progression wherever possible and make certain that staff feel estimed. Team building events and investing in staff development will really make an impact here in a way that pay increases seldom do. Another way to keep hold of staff is to be flexible in your requests. Allowing part time working, flexi time and unpaid leave can all help to hold on to a respected staff member who is under pressure 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 development of technology.
Of course you will never be able to eliminate 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 important. Plan your recruitment strategy well, make sure that all areas of the business are asked to establish the whole businesses recruitment needs and address them all in one go. Having one push is far more cost effective than many smaller campaigns. You will get a better deal from a recruitment consultant if they are working with you on one large campaign and select one who has a strong Internet Business as they are likely to be more cost effective than a smaller, high street company.
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 go for the more traditional approach of a newspaper advert. Often a direct campaign online works very well if it is seen by people looking for jobs 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 recruitment consultant. It sometimes seems that there are “generic” jobs on these sites just there to make certain the job seeker makes contact with the recruitment consultant. So as long as you can ensure that your online ad is visible to people searching for a new role it can often be a very useful way of recruiting.
The final point is to make sure the proper 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 at first they will probably move on to another business as soon as it suits them, leaving you with the whole process to face again.
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