Taking on new staff is a costly outlay for any company, and the costs of actually advertising for the vacancies is just a small part, so it is important that a business does this in the most effectual way possible.

Of course one of the chief reasons for recruiting, apart from growth, is that a member of your workforce has decided to leave. Evidently one of the best ways to shun recruitment costs altogether is to keep staff turnover down to a minimum. Pay is not the best way to realise this, despite popular opinion, it is much better to invest in a robust and effective continuous professional development policy for staff, allow progression wherever possible and ensure that staff feel estimed. Team building events and investing in staff development will really make an impact here in a way that pay increases hardly ever do. Another way to keep hold of staff is to be flexible in your demands. Allowing part time working, flexi time and unpaid leave can all help to hold on to a important staff member who is struggling with other commitments. It may also be possible to let some staff Work From Home depending on their role and this is becoming easier with the development of technology.

Of course you will never be able to abolish the need for recruitment altogether, in particular if your business is expanding and developing in new areas. So keeping the costs of that recruitment down is crucial. Plan your recruitment strategy well, make sure that all areas of the business are consulted to establish the whole company’s recruitment requests and address them all in one go. Having one drive is far more cost effective than many smaller campaigns. You will get a better price from a recruitment consultant if they are working with you on one huge campaign and opt for one who has a strong Internet Business as they are likely to be more cost effective than a smaller, high street business.

There is also the option to promote your vacancies yourself. You can do this on the internet on one of the many Online Jobs sites and you can of course opt for the more conventional approach of a newspaper advert. Often a direct campaign online works very well if it is seen by people looking for employment as they are happy to see the actual employer visible. So many jobs these days are listed on recruitment consultants sites and the job seeker has trouble evaluating the role without spending a lot of time with the recruitment consultant. It sometimes seems that there are “generic” jobs on these sites just there to ensure the job seeker makes contact with the recruitment consultant. So as long as you can ensure that your online ad is available for people searching for a new role it can often be a very useful way of recruiting.

The final point is to make sure the correct choice in personnel is made. An individual who is over qualified for a role, or who has ambitions that cannot be fulfilled within your business will be an expensive choice. While they may do a great job at first they will probably move on to another business as soon as it suits them, leaving you with the whole procedure to face again.

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This entry was posted on Thursday, November 19th, 2009 at 9:39 pm and is filed under Business and Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.