5 Ways to Reduce Recruitment Costs for Your Company Without Impacting Results

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When sourcing and hiring talent, cutting the costs can lead to higher long-term expenditures, employee burnout, and the subsequent high recruitment costs of replacing your worn-out team could result from refusing to recruit and halting employment entirely. 

In the United States, the average cost of hiring a new employee is $4,700 , while the price of a bad hire is estimated to be 30% of the first-year’s salary .

Similarly, if you hire the first person that comes along because you think it would be convenient and save you money, you risk choosing someone of poorer quality.

 According to a recent survey , poor recruits generate lower-quality work, lead other employees to leave, postpone corporate goals, and are more likely to leave early.

These are costly errors that firms cannot afford to make, particularly during a financial crisis.

Below, we discuss five ways a hiring manager or employer can think about reducing agency spending and hiring cost-effectively for their company in 2022.

Ways to Reduce Recruitment Costs

1. Harness Automation

Automating your recruitment process, or at least some parts of it, will save you time and money and improve overall efficiency and result in higher-quality hires. Automation does not replace HR personnel or recruiters ; instead, it empowers them to accomplish their jobs more efficiently, lowering recruitment expenses. 

Programmatic job advertising , application monitoring, and candidate screening are just a few of the things you may automate, all of which were previously time-consuming processes.

Not only can automating candidate communications save time and resources, but it also improves the candidate experience and, as a result, your employer’s brand.

Maintaining a relationship with candidates is critical throughout the employment process, not just when they’re actively in the interviewing process and being considered, but also after they’re unsuccessful; it’s only courteous to inform them. 

Job seekers are nurtured through automated email flows, ensuring that they remain engaged, do not lose interest in the role, and may consider applying for a more suitable position in the future. As a result, automating candidate communications can save you up to 39% of your total cost  per hire.

2. Establish a Talent Pool

It costs $500 per day  to advertise a job opening. Only 30% of organizations, according to LinkedIn , can fill a vacant position in thirty days; others can take up to four months. As a result, recruiting can be quite costly. Establishing a talent pool would be a great solution to this problem.

So how does establishing a pool help to reduce recruitment costs

  • Having a ready-to-hire talent pool  can help you save money by eliminating the need to promote every job opening and allowing you to hire faster.
  • Creating a talent pool guarantees you access to a varied range of qualified and relevant applicants.
  • All of the prospects that have expressed an interest in working for your company and a desire to learn more about you and your current positions indicate that they are more than likely to accept an offer.
  • You may drastically minimize future recruiting costs by combining a memorable recruitment marketing campaign, data management, and candidate nurturing plan.

 You’ll have a talent pool ready to dip into as opportunities become available.

3. Better Evp, Reduced Employee Turnover

You may cut your  hiring costs  by reducing the demand for new hires. You can boost employee retention rates by refining your employee value proposition, taking care of your current employees, and providing them with benefits that are not only useful but also enhance their lives and career. 

A compelling employee value proposition gives you a competitive advantage, helps retain applicants who share your company’s vision and values, and inspires employees to act as brand ambassadors. 

According to reports, a well-implemented EVP can minimize staff turnover by as much as 69% .

How can this help you?

  • You’ll save money on recruitment fees if your talented employees choose to stay with you, even if the world is falling apart. 
  • Refining your EVP will help you avoid replacing existing employees and save money on recruitment in the long run.
  • You don’t need to spend a lot of money to attract talent; you need to be more strategic with your recruitment plan.
  •  If a recession strikes, halting recruitment will not help your company grow, but changing your approach to personnel and thinking outside the box may help you gain a competitive advantage.

4. Furnish Employee Referral Programs 

Employee referral programs are an excellent approach to attracting new employees on a tight budget. These prospects’ willingness to work for you and knowledge of your firm is second to none because they know someone in your company and how terrific you are as an employer.

Employee referral programs provide organizations with access to individuals with difficult-to-find abilities, as most contacts are likely to have a similar background to your current employees. It’s also anticipated that the person proposing the candidate has pre-qualified them; after all, no one wants to support an undesirable employee.

Employee referrals are preferred by 82% of firms  over all other sources for delivering the best return on investment since they provide higher-quality employees and can fill positions fast. Data show that one of every five referrals  leads to a job offer.

Employee engagement and retention are also aided by referral programs, as existing employees feel they contribute positively to the company’s growth.

5. Enhance Employee Loyalty

Retention is the most effective recruiting tactic. When an employee leaves, it can cost a company up to 33% of the individual’s annual income . However, other expenditures aren’t visible:

Costs of opportunity – How much more could your company have grown if you had kept your staff together?

How will the departure of good employees affect the remainder of the team’s culture? What happens to your culture when you lose employees who contribute positively to it? What happens to your culture when they leave?

Employee engagement – a measure of how committed your employees are to their work and the organization — is a low-cost strategy to enhance retention.

Provide opportunities for team building and virtual learning to enhance employees’ skill sets, solicit input from all team members, and ensure you’re conveying growth opportunities to your top performers.

But probably most crucial, instill a sense of purpose in your employees’ jobs. Employee engagement improves enormously when they have a feeling of purpose in their work, according to a Gallup survey from 2017 . Employees who indicated they could connect their ambitions to the company’s aims were 3.5 times more likely to be involved in their work.

If you can tie people’s work to a more significant cause, you can give your company a considerable edge in employee retention.

Reduce Your Recruiting Costs Today

Contact the Recruiter.com team if you need assistance with anything right from clever recruitment marketing and developing a robust hiring process to refining your employer brand and company culture, coming up with effective job postings that attract quality candidates on job boards, or automating any aspect of your hiring process with state-of-the-art recruitment technology. As a recruitment agency, we can help you reduce recruitment costs while improving your direct hiring strategy.



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By Recruiter.com