Looking for your next big hire without spending a dime? It’s the ultimate goal. It’s difficult to create your entire recruitment process on no budget, particularly when you’re growing fast. There are certain hiring strategies that can get you closer to suitable candidates, without much stress on your wallet.
With the introduction of new tools for HR and modern methods of sourcing appearing in the world of recruiting It’s not uncommon to forget the old-fashioned methods. However, that doesn’t mean the old methods are less efficient. This article will show you how to cut costs in your overall budget for recruitment.
Must Read: Free Job Posting Sites in India
There are 6 ways to find employees at no cost:
1. Utilize the free job boards.
“Free” is usually too good to be real. However, that’s not the situation with job boards. Many of the most well-known websites for people looking for jobs, such as Indeed and Glassdoor permit you to advertise your job at no cost. All you need to do is create an advertisement that describes the position and publish the ad on one of several of the free job-searching websites. In a few minutes that the first resumes will begin showing on your inbox.
Looking for the most effective site to find employees? We’ve compiled a list of few of the top job boards for free to post your open positions. Also, check out our guide on how to locate the employees using Craigslist or locate employees on Indeed..
Tips: Instead, play around in your job advertisement: create a more detailed job title, include crucial responsibilities and essential specifications, and also include some advantages that can catch candidates’ attention. Here are some suggestions for how to create an effective job advertisement and think about constructing your job ad to meet the job seeker’s hierarchy of needs.
2. Advertise on social media
Social media is able to function as job boards that are free; post your open positions and make contact with lots of prospective applicants. Start by using LinkedIn because, as an established social network, it’s the place people are expected to find out about career opportunities. Post the job you are interested in to the LinkedIn profile and request your colleagues to spread the news to their networks, too.
Apart from the possibility of using LinkedIn to search for employees, you can consider using Facebook as well as Twitter. Facebook has groups that are job-related focused on professional interests and specialties, and you can use Twitter you can utilize relevant hashtags to find those with the skills or expertise you’re seeking.
If you’re not certain about the best method to post your job openings on social networks begin by using these easy templates for posting jobs to LinkedIn, Facebook and Twitter.
Tips: When you’re sharing your job advertisements via social networks, you may seem like you’re casting an vast web. There are methods, however to limit your reach without cost. For instance, suppose you’re looking to hire the position of a UX Designer in Boston. On Facebook you can join professional groups that deal with design and, on Twitter you can promote your position using specific hashtags such as #designerjobs the hashtags #bostonjobs and #uxjobs. In our guide you will find more hiring tips and tricks on how to locate workers through Facebook as well as on Twitter..
3. Create SEO-friendly job advertisements and career pages
One thing is to spread the word out that you’re hiring , but it’s a different matter to actually encourage candidates to submit applications for your available job openings. You might be advertising your job opportunities on various job boards or social networks But how do you find qualified candidates, especially in areas in which demand for the best talent is intense?
It is essential to ensure that your ads for jobs make an impression – and they are able to do this if they’re designed for SEO. It’s not necessary to be an expert in SEO to accomplish this. Here are some fundamental guidelines to remember:
- You can use a standard occupation title. Candidates are not looking for “sales Guru” as well as “java wizard” jobs. Instead, they’re seeking positions like the sales manager, or web designer.
- Your text should be simple for readers. Big chunks of text can be a problem, especially for those who utilize their smartphones to look for jobs. Utilize bullet lists to break up your text and include titles (e.g. “Job tasks” as well as “Benefits”) for various sections.
- Incorporate relevant keyword. You don’t have to (and should not) use excessively language, but potential candidates are more likely to see your job advertisement if you include relevant duties, skills and tools. Also, an unspecific message that could be applicable to any position isn’t going to help in attracting qualified candidates.
- Upload videos and images. The more visually appealing your job ad and the more appealing it is, the better its visibility. It’s the same for your career page in which you are able to include photos of your office and even videos of your team.
Tips Tips for HTML0: It’s a good idea to get actual job seekers and your colleagues review the job advertisements. Are the ads clear enough? Are they appealing enough? What additional information do you need to assist the applicant in deciding whether or not to apply? Answers to these questions as well as modifications to your job ads can aid in finding employees more straightforward.
4. Request recommendations
Have ever considered the amount you pay advertising jobs to people whom you already know? Even if it’s not that you know the person personally, someone in your business could. They could be former coworkers who have had the pleasure of meeting your colleagues at a gathering or within the personal network of a current employee.
Why not take the initiative and ask your colleagues to recommend candidates who are suitable for the open positions? Referrals from employees are among the most effective ways to locate workers for free.
Tips: Create an internal contest to motivate employees to refer to more applicants or give a reward to the people who refer candidates who are hired and remain at the firm. Keep in mind that the reward does not need to be in money. For instance, you could offer employees who are successful in making referrals to you two days of extra time or complimentary tickets to an event.
5. Create databases for candidates
There may be some great candidates you turned down due to the strength of a candidate at the time. You may have decided to turn them down because you thought they’d be better for a different job, but you did not have the opportunity to fill that area.
Tips: Searching through past applications can be more tedious, unless you have an organized process in place. A internal database for candidates can help keep your candidate data organized (e.g. you can create a shortlist of applicants who were interview for X job, but were eliminated prior to the interview.) Don’t just save the resumes and contact information however, keep a record of everything that can aid in remembering the interview, including comments from the interview, as well as any tasks they took on as part of the selection process. This is why it’s crucial to end the interview with positive note when rejecting candidates. In this way, they’ll be more likely to be interested in an opportunity to work within your organization in the near future.
6. Visit job fairs, or host career days
Okay, it might not be cost-free, but it’s an affordable method to identify employees in the high volume of hiring. In a single day, or just a few hours, you could contact or even pre-screen hundreds, if not hundreds, of candidates.
Be sure to bring materials – like business cards and fillable forms on your laptop or tablet, etc. This will assist job seekers in remembering your company’s name as well as interview questions that can assist you in screening prospective candidates.
Tips: Consider hosting your own recruitment event. This can increase your chances of getting the ideal employees as you’ll have the opportunity to display your culture of the company and eventually, find people who would enjoy working in your workplace. A bonus is that team members are able to provide their personal impressions of their interactions with potential employees.
There aren’t any secrets to recruiting that can guarantee you’ll be able to find employees at no cost. For a reliable and reliable hiring process it is likely that you will have to buy premium job advertisements, utilize an sourcing tool, or purchase hiring software at time.
When you get to this point, ensure that the purchase you make is in line with you overall. That is do not pay for advertising on job boards that usually do not bring competent candidates. Your potential customers aren’t there and you’re using up valuable resources. Instead, make use of this cash to buy tools that automatize a portion in the procedure (e.g. making applications more organized or scheduling interviews) to give you more time to find prospective candidates in new locations. In this way you’re investing, not paying, and you’ll be reaping the benefits over time from the investment you’ve made.