The savvy employer is constantly looking at ways to reduce recruitment costs, a great place to start is looking at your internal recruitment initiatives. We've compiled our top '4 things to consider when implementing recruitment initiatives' to help you, your business and your future employees.
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1. What are the objectives?
Objectives are key to the start of any recruitment process. Creating a structure for this allows you to set guidlines that can help you acheive goals such as:
Reducing spend per hire
Increase attraction rates
Reducing time to hire
2. What resource do you have to manage these recruitment initiatives?
Resource means time and time means money. Assessing the resource required for any recruitment campaign can mean that you save both time and money.
Are you centralising a unit?
Are your departments going to drive and manage the initiatives?
Do you have the skill base within your existing teams or do you need to look externally?
You should be asking each of these questions internally so that you can outsource the right help and advice for your organisation if it's needed.
3. What budget spend do you have?
It's important to be aware of your budget from the get-go.
Asking crucial funding questions can help you reach the return on investment you're looking to acheive:
Where is the money coming from to fund these initiatives?
Is there a pot of money allocated?
Are your departments contributing, how will they contribute and how often?
4. What does your employer brand say about you?
How do you sell your employer brand? Is there instant available information about the benefits of working for you?
A great place to start is reviewing your recruitment website. We found this excellent source of information ‘10 things to consider before investing in your recruitment website’