Selection of new employees can ' eat ' a significant amount, so the savings required will cause a pleased smile on the face of the head.
Costs can be divided into direct - for example, advertising jobs, paying agencies, etc. n. - And hidden - working time and efforts of staff.
The following list, of course, not complete. However, these simple tips can greatly reduce the cost of recruitment.
Thus, the. 10 ways to reduce the cost of recruitment.
Refer to the internal sources. The peculiarity of the internal candidate - this is a great knowledge of the specifics of the company, which in itself is a huge advantage. In addition, he is always near you and spend time and money on his ' search and attraction of ' you just will not have. Not to mention the fact that the internal candidates do not have to pay, so he chose you.
Reduce the number of recruiters. Estimate the amount of work and number of employees in their professional. Pay attention to how managers spend on the selection of their work time. It is likely that after a brief audit you determine the optimal number of recruiters for your company. If it turns out that the experts on the selection of ' too much ', ' extra ' can be redistributed. If necessary, reduce the recruitment of staff leave the most effective: it is enough to trace the quality and quantity of the work of specialists.
Optimize the labor department on the selection of experts. What tasks take up most of the time? . On most corporate websites of companies in the ' Jobs ' designated e-mail address to send resume. As a result, at least half- time of the average recruiter goes into the analysis and sorting mail - with about 60% of the posts - it's spam, incomplete data (well, forget the candidate to indicate their contact info), inappropriate candidates and t. n. Creating a simple contact form on the site would address the lion's share of such problems.
Automate routine tasks recruiters. Then the managers on the selection of higher quality will carry ' smart ' objectives, their rate of increase and, consequently, the company will soon get better for working professionals in its ranks. Naturally, the automation will require some implementation costs, but it will significantly reduce the time and the quality of selection, and quality system for the automation can help you reduce the number of recruiters is almost twice as.
Avoid expensive and poor-quality sources of candidates. Where they come from responses to the job? . Refuse from those sources from which come the candidates who could not be interviewed or did not do the work during the probationary period.
Strengthen your employer brand. Besides, who has a good reputation in the labor market, job seekers will be standing in line, even if no open vacancies.
Try to attract students. Once, in the Soviet past, there is such a thing as a government order - university graduates were required to study the distribution of an unspecified time before looking for another job. In this approach has its weaknesses, but among the advantages - relative ' cheapness ' of such employees for the employer. In addition, cooperation with educational institutions and internship opportunities in the company of talented students will work on your image among young, prospective applicants. Not to mention the fact that students and graduates often have a fresh perspective and innovative approach to problem solving.
Collaborate with employment centers. This technique used the HR- managers of a large industrial enterprises in Ukraine. Just make a reservation: If you are working with the ' white collar ' - this is not your case. Working with the local employment center is completely frees you from having to advertise vacancies, search for candidates. Additional benefits: employment centers partially pay for the education and salary compensates the employee for the first year of operation.
Turn your corporate website into the main source of candidates. Most of the sites of companies to be ' unwound ', so on the same platform, you can create a career site that will serve as a communication space for the candidate and the person representing the company in its recruiter. If your career portal will create a personal account for each applicant, you not only continually will have current information on people, but not to lose touch with them, even if a suitable job and was not found.
Create a pool of talent - talent pool. Talent pool - this is such a ' stash ' of the VIP- CV. This refined 'frames ', the information that you collect, regardless of whether a suitable open vacancies. This will allow to be prepared in advance and close the record quick jobs.
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