Finding employees inexpensively: Here’s how you can proceed.
For some companies, recruiting is a real Herculean task: there is a lack of the necessary budget to fight the Big Player to compete. Medium-sized companies in particular often have enormous problems in finding suitable candidates. The shortage of skilled workers, in particular, makes the search more difficult. But do not worry, because these eight tips can be implemented inexpensively!
Recruiting: Internal recruitment
Often long-term employees are overlooked, although they have the best qualifications. Around 5 to 25 percent of the positions are filled incorrectly, which causes unnecessary costs. An “in-house” applicant suits the company because he has been working for it for several years. He did his job conscientiously and earned a certain amount of recognition. As long as he has the professional skills, nothing speaks against promotion.
This method is free and increases motivation because good performance is rewarded with you. Besides, word gets around among colleagues that hard-working employees will receive higher wages in their new position.
Use social media
Larger companies hire a headhunter to find a potential candidate. You can do without this service and search for it yourself free of charge. In technical terminology, this type of procedure is called active sourcing. And that works best on social networks like LinkedIn or XING, but internet forums and Facebook groups are also possible. You don’t have to run expensive ads and you can start talking to people right away. That makes the setting only a matter of form!
A headhunter is an expensive luxury, it is different from a recruiting company. Here you forward the vacancies directly to the agency and a few days later you will be notified of possible applicants. Since these are temporary workers, you take only a small risk: a fixed wage is agreed upon based on the work actually performed. The costs are limited, as the position is limited to a certain period of time.
The job advertisement can contain the option of a permanent position. You leave the recruiting to the recruiter and only have to hire the candidates. The temporary worker will approach his job with full motivation because he would like to recommend himself for permanent employment.
Advertisements in job exchanges
The largest German companies recruit around a third of their employees via internet job advertisements. Depending on the provider, the fees can be relatively high if it is not a free portal such as Gigajob or Indeed. A small company has to weigh the advantages and disadvantages. An expensive job exchange can pay off if it specializes in the desired professional group. Further points are a high reach and the number of potential candidates, which are the biggest advantages of XING.
At first, you should try a free provider. After all, you have nothing to lose but a little time. Spread the ad on several portals and with a little luck, you will find the perfect employee.
Find applicants at events
At a trade fair, you can make important contacts and recruit new applicants. Put up a large sign to get the job posting in focus. If you give a speech, you can point out vacant jobs free of charge. These tips are easy to put into practice.
If you have vacant apprenticeships to offer, a corresponding job fair is recommended. Many companies are only represented with employees who just happened to have time. This scares off potential applicants because they hardly feel taken seriously. A “real” decision-maker should always be present for the hiring.
The employment office is rarely contacted by HR professionals. Highly qualified employees usually look for it themselves on XING and Co., but there are exceptions. Older people in particular use traditional channels, which the employment agency is undoubtedly one of. Make a note of this task in your calendar: make an appointment with your contact person to find interesting applicants.
Recruiting with advertising bonuses
Offer your colleagues a bonus with which they can improve their wages. The investment pays off because a headhunter would charge a multiple. Of course, you can simply ask your business partners and employees for this favor without paying an advertising bonus. Use your company’s Facebook page to post the job advertisement there too. Afterward, your friends or colleagues can share the contribution, which has the advantage that possible applicants from the region are addressed.
Insert “career button”
The homepage of a company should always contain a job page. It is your job to integrate a career page into your internet presence. Every visitor should have found the button after 5 to 10 seconds, otherwise, it is incorrectly placed.
Most of the tips can be implemented completely free of charge. Finding and hiring good employees is not as difficult a task as it seems at first glance. If you invest a little money, you can even increase the individual effects – for example with paid advertisements on Facebook.