PERUVIAN-AMERICAN CHAMBER OF COMMERCE OF CHICAGO: How to Hire Top Quality Employees on a Shoestring Budget
Peruvian-American Chamber Of Commerce Of Chicago issued the following announcement on May 17.
With a few online tools and some creative thinking, your small business can attract great candidates and hire the best employees for your job openings.
Attracting top talent isn’t always easy, especially if you are hiring on a shoestring budget. However, with today’s advancements in technology and some creative thinking, it’s not impossible. Try these tips if you want to hire high-quality candidates without breaking the bank.
1. Check the Current State of Your Business
Don’t just dive straight into advertising for the vacancy without taking a look at the overall picture of your business first.
Are your company values, culture, brand reputation and development opportunities appealing to top-quality candidates? Do you provide flexible working opportunities, promote diversity and equality whilst offering nice perks?
Without focusing on some (or all) of these areas to become an employer of choice, any effort to hire top talent will be wasted.
As an employer of choice, you can attract and retain top-quality candidates regardless of how much money you pump into the hiring process. It also means you will have a pool of candidates fighting to get through the door before you even need to look.
2. Offer Cost-Effective Perks
Look at what you can offer your candidates, such as remote or flexible working, which is a perk many now seek. Flexitime can be offered with no additional cost and actually improve the running of your business with proven benefits of increased productivity and employee engagement.
There are many inexpensive and free perks you can provide on a shoestring budget, creating a positive impact while giving you an edge over your competitors, such as:
Training and development
Lunch or refreshments
Informal days (not having to wear formal business clothes)
Use of company equipment
The list could go on, but with some creative thinking a lot of these perks provide a more attractive prospect to top quality candidates, over something of monetary value — such as a higher salary.
3. Write Great Content
Put together an engaging job description and advertisement to generate more interest from the right candidates in a quicker time.
Emphasize your company culture and values while incorporating some marketing language to sell the role. If possible, get visual by using photos or infographics that show snippets of life within your company. These can easily be done using free online templates, and they create the impact needed to attract top talent and stand out against typical written job descriptions.
With a little extra effort in this area, you can bring in the best candidates right from the start at no additional cost.
4. Advertise in the Right Places
There are many ways to advertise your job vacancy, and not all require costly media campaigns or recruitment agencies. Here are 10 low budget ideas we have used:
Look within your own social network for top candidates. The likes of LinkedIn and Twitter are a perfect starting point.
Offer incentives to current employees to refer fresh talent. Give rewards for referrals that could be released once the new employee has completed their probationary period.
Ask employees and connections to share the job posting on their social media pages. Your ad will reach a wider audience, but you must ensure you have crafted the post to protect your company from risk of discrimination.
Use free online recruitment platforms. Depending where your business is based, you could make use of government websites or Craigslist.
Share on your company’s social media platforms. Whether you have a company Instagram, Twitter, Facebook or even Snapchat, get details of your job vacancy out there by any means possible!
Add a Career page to your website. Keep it up-to-date with the latest openings, providing full details, the closing date and how to apply.
Connect with local colleges or universities. Top talent doesn’t always require having many years of experience under the belt. You might find a great candidate who hasn’t graduated yet! Perhaps the role requires finding someone who is willing to learn and can be developed within the role.
Add job vacancy details within your company newsletter or email campaign. This is a simple way to advertise to candidates who are already interested in your business.
Hold a recruitment drive or networking event. To save further costs, there’s nothing to stop the networking being held virtually.
Post details on trade association sites or industry forums. Engage with members on forums related to your industry, trade group, or local business association to direct them to your company.
5. Interview Effectively
You can utilize phone or video interview techniques to streamline the process and save additional time and expense. Try to arrange the final interviews within a short timeframe. By doing this, all interviews will remain fresh in your mind and the application process isn’t being dragged out longer than needed.
6. Utilize Technology
With the right technology in place, some artificial intelligence (AI) software can pre-screen resumes and send automatic responses, email unsuccessful candidates and open and close advertisements.
Having all information stored remotely also allows you to oversee the process, monitor all applications and tick off important boxes to ensure you are complying with recruitment laws. This not only saves you time but is cost effective and maintains your company’s brand image by responding to all applicants. While good technology may come at an initial cost, this type of investment will save money down the line.
If your business doesn’t have a huge budget for hiring top employees, it doesn’t have to mean you’re at a disadvantage. By using the cost-effective hiring tips mentioned above, there’s no reason why you can’t find the best candidate for your vacancy on a shoestring budget.
Joe Flanagan has over 12 years’ experience in human resources, recruitment and employee retainment. He’s currently the Senior Career Advisor at VelvetJobs, an outplacement and employer branding service.
Original source can be found here.
Source:Peruvian-American Chamber Of Commerce Of Chicago