The biggest concern for any HR revolves around recruiting. The pressure of finding someone with relevant experience, in the budget and with early joining, sometimes is like searching a pin in the hay and that too on a deadline. If you are still not able to feel anything daunting in this task, then imagine about a startup or a growing business where the budget of performing such activities is on a mere shoestring or an inadequate budget, unable to perform recruitment drives or hiring consultants which your organization could not afford.
So as an HR what are you supposed to do? How can you acquire the best talent amongst those applicants with zero investment? Let’s look at 5 simple tips discussed below which could help you reach the best without crossing your budget:
1. Message Chain
It is safe to say that Millennials and Gen-Z are more mobile-centric than their predecessors. Where every information is spread at an unprecedented speed, the HR too can make use of this connectivity to attract a better talent pool plus it holds greater chances of attracting a great volume of applications. Forming a chain message system or have groups formed on WhatsApp to send job vacancy details. The reference pool that this creates is stronger since the candidates have come through the verifiable source. Additionally, this costs negligible cost and can be used to reach a wider base.
2. Social media
This is a great idea for reaching maximum job seekers socially with no investment. You can create groups on social platforms like LinkedIn, Facebook, and post your hiring updates there. Also, you can simply share the URL of your job advertisement on your status updates on social sites you use. This simple tip will bring you abundant applicants within no time.
3. Internal hiring
This may happen when businesses look for recruiting for open positions from their existing workforce. This obviously saves cost in posting ads and other expenses and also time is less consumed. This also gives current employees to try out something different without the fear of failing. The internal recruits are already familiar with the business operations and culture and thus the gestation period is less, saving in all corners. Not only for interns and freshers but job rotation would also help in retaining unsatisfied employees.
4. Management technology
The most efficient and easiest way to get the best quality candidates before inviting them to interview process is integrating a recruitment management system with your current system. It does not only saves your time from time-consuming paperwork involved in such process but also assists you in analyzing the log of applicants and gives you best list of them through set filters. You can save your time through reading and sorting applicants. But what about cost? Don’t worry. There are abundant brands in recruiting software which supports monthly subscription being ideal to match-up your budget.
5. Employee referrals
It happens very often that the best resource of finding new quality employees are the reference pool of your own employees working with you. The process becomes faster and the initiatives attached to referring an employee is motivation enough for driving the campaigns without any push. The applicants are genuine and to an extent, the background verification also would not be much of a problem. Don’t hesitate to leverage your workforce as the resource.
Beyond these tips you can also consider the following points before hiring for better results: According to a recent study on candidates, more than 40% of them preferred jobs that were paying less salary but also had lesser working hours compared with jobs with high salary with long office hours. Around 20% of them cared about work-life balance and other benefits. Offering incentives like flexible work hours, weekly leaves attracts huge applicants and increases your reach.